CORONAVIRUS - HOMEWORKING - 08.04.2020

Homeworking at short notice

Where an employee moves to homeworking, there are numerous issues to consider when putting the arrangement in place. Where homeworking happens at short notice, what should you prioritise?

Remote working

Thousands of employees have commenced emergency homeworking arrangements and for some employers these new ways of working could be in place for some time. In the absence of a global pandemic you would have had time to prepare and everything would be tested and assessed.

Matter of priority

What issues should you prioritise when an employee has transferred to a homeworking arrangement at short notice? By far the most important is a regular check-in. Apart from checking on the employee’s personal welfare, it’s a means of maintaining business cohesion.

Daily check-in

Wherever possible, line managers should check in with their employees daily via a phone call or online face-to-face chat. A downside to homeworking is that it can be detrimental to mental health. Add in enforced social distancing measures and an employee’s mental health could deteriorate much more quickly - the daily check in should flag issues.

Retain a working structure

Perhaps the next most important thing to do is retain some sort of structure to the working day. For example, an employee may spread their work over much more of the day, even late into the evening. Note. This isn’t healthy, plus it can put unnecessary pressure on others who feel compelled to respond on work matters out of hours.

A clear division

To ensure there is a division between work and personal time, make it clear what you expect an employee’s working hours will be and when emails should (and shouldn’t) be sent.

Tip. This will need to be discussed with the employee and the situation could be influenced by other factors, e.g. can your IT systems cope with all staff working from home at the same time and/or will an employee be distracted by childcare responsibilities during normal working hours?

Expectation and expenses

Two other important issues to iron out are your expectations during the homeworking arrangement, i.e. what you expect the employee to do and achieve, and how you will cover any expenses incurred, e.g. additional phone calls if an employee needs to use a landline to make calls.

Tip. Acas has published free guidance on homeworking during the coronavirus pandemic (see The next step ). It sets out the employer’s and employee’s duties, health and safety responsibilities, equipment and technology, checking how the system is working, setting clear expectations, keeping in touch, pay, terms and conditions of employment, childcare and expenses.

For Acas’ working from home guidance, visit http://tipsandadvice-personnel.co.uk/download (PS 22.08.05).

Where possible, prioritise a daily phone call or online face-to-face check-in with each employee. Look to retain some structure to the working day but be flexible over usual hours. Your expectations and expenses during homeworking should also be agreed. Acas has published free guidance on homeworking during the coronavirus pandemic.

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