This is a draft policy and process for organisations to develop for their own internal purpose. This document has not been drafted within any legal framework, should organisations need to take legal advice they must do so through their own independent channels.
Trust is an important factor when colleagues are working from home, organisations should be open and honest with their staff and build a good supportive culture.
Prior to launching your policy and process document we recommend you consult with key employees, including young staff members. Once the consultation process is complete and the policy and process is finalised you should provide training to all staff on the policy and process, following up in writing which should also include a copy of the document and an opportunity to ask questions. You should review your policy and process regularly.
Purpose
Set out the purpose of this policy and process document, what you hope to accomplish. The policy and process document should aim to ensure that staff working from home feel safe and supportive and that they can complete their responsibilities and duties effectively. It should aim to assure the welfare and engagement of employees and recognise the need for additional training and support.
Scope & Consultation
Describe which employees within your organisation may be eligible to work from home and why. Share the process of consultation for those employees who wish to work from home or those that are being asked to do so for the organisation’s needs. Detail the request process and the process of which decisions will be made and how any challenges to decisions can be heard.
If appropriate outline key reasons that Working from Home requests can be based upon such as – Childcare, Illness, Weather Conditions, Workload etc
If staff are required to work from home because of a demand from the business such as the need to close for health reasons then include a summary of how those decisions will be made, what support will be put in place for staff and how the decision to return to work will be managed.
Working from home tools
Providing guidance of what the organisation will be able to supply or support the employee with so that they can work effectively from home. This may include – laptops, printers, desk, chair, wifi booster, security etc
Documenting any requirements on employees of what they must provide and how they must account for the equipment supplied by the business.
Include any process to make expense claims and provide advice or links to personal tax allowance claims.
Expectations
Clearly outline the expectations you have for colleagues but also what colleagues can expect from the business.
- Safety and wellbeing priorities
- Outline key working hours and points of availability
- Requirements of duties and responsibilities
- Productivity and Performance
- Escalating issues
- Line management
- Training and Support
Communication
Outline the range of communication measures that will be in place and the expectation of home workers to engage with these communications:
- Company or team meetings/updates/social
- Line manager meetings
- Performance reviews
Challenges or problems
Detail your complaints procedure and how challenges and problems will be managed by the organisation.
Watch the webinar
You can now watch our 30 Minute Youth Friendly Employer Masterclass – Supporting young people working from home
