How do you deal with Hybrid Working/WFH requests as things return to normal?
- Paula Walls
- Feb 26, 2022
- 2 min read
As things start to return to normal post-pandemic, if your business hasn't already done so it's probably time to consider whether you need your employees to return to the physical workplace or whether a permanent hybrid/WFH set-up is feasible. Of course, much depends upon the nature of the role and the individual, but Covid-enforced remote-working arrangements have proven to be a legitimate and successful way of working for most.
According to a recent survey by the Chartered Institute of Personnel Development (CIPD) 63% of employers said they planned to introduce or expand on hybrid working to some degree going forward, for reasons including:
improved collaboration as a result of IT upskilling;
increased wellbeing as employees had flexibility over their working hours alongside the absence of a daily commute; and
reduced distractions from fellow colleagues.
Organisations can expect to receive 'Flexible Working Requests' from employees over the coming months, and PerceptiveHR has put together a short check-list of important considerations:
Carefully and honestly review how effective (or not) remote/hybrid-working has been for both the business and employees over the last 24 months.
Meet with employees individually to discuss - this also presents a good opportunity to 'check-in' on their wellbeing and helps nurture the employer/employee relationship. Remember, employers have a duty of care for the (physical and mental) health and safety of their employees.
Flexible Working Requests (FWRs) can be submitted by employees with 26 weeks or more employment, as long as they have not made a previous FWR request in the last 12 months.
Ensure you:
ask for the request in writing
consider the request fairly, based on fact and not personal opinion
discuss the decision with your employee
review alternatives if the request is not feasible
decline any request ONLY if there is a legally valid business reason (see below)
provide your employee with your decision within 3 months
Declining a request: Legally a request can only be declined for the following reasons:
it will cost your business too much
you cannot reorganise the work among other staff
you cannot recruit more staff
there will be a negative effect on quality
there will be a negative effect on the business’ ability to meet customer demand
there will be a negative effect on performance
there’s not enough work for your employee to do when they’ve requested to work
there are planned changes to the business, for example, you intend to reorganise or change the business and think the request will not fit with these plans
Accepting a request:
This will usually mean a change of contractual terms and a revised Employment Contract should be issued. Perceptive HR has a suite of contractual templates containing up to date legislation and terms - get in touch now to see how we can help.
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