Benefits of Home Working There are many benefits to home working. ACAS Working from home guidance. Or can they be more flexible? Latest HR … sample-homeworking-policy-acas.odt 14KB. We cannot respond to questions sent through this form. If changes are needed to make sure an employee can work at home in a safe and healthy way, employers are responsible for making sure they happen. This 3-hour digital event will give an essential overview of the law and good practice, providing you with the skills and knowledge needed to confidently manage employees working from home. To keep working from home as healthy and productive as possible, it's important to have trust and confidence between employers and employees. working from home; changing their working hours; being placed on restricted duties; working under supervision; being transferred to a different role within the organisation (the role should be of a similar status to their normal role, and with the same terms and conditions of employment). Got a question for Acas? Rights and responsibilities at work . The Acas working from home guidance also offers support around employees’ responsibilities when working from home; how to support individuals’ mental and physical health; providing equipment and technology; pay and terms and conditions; employees’ expenses; childcare arrangements; and any issues that arise through insurance, mortgage or rent agreements. Find out more about working from home during coronavirus, Working from home during the coronavirus pandemic. For many businesses, managing people remotely is a new challenge. Acas is the employment relations service for England, Scotland and Wales offering practical, independent and impartial advice to employers, employees and their representatives. Home working and managing employees that work from home including the legal implications and resolving difficulties ... for example, by involving Acas or another mediator, or - if your procedure was incorrect, or your decision based on incorrect facts - by going to an Employment Tribunal. There might be a need for ongoing changes to working arrangements during the pandemic. New Acas Guidance on Working From Home. We are currently recruiting advisers to work on our Helpline in our Newcastle and Nottingham offices. Set up a designated workspace. People experiencing or perpetrating domestic abuse can contact organisations including: If you like, you can tell us more about what was useful on this page. ... and how employers and employees can assess whether it is a sound option in office-related roles or arrangements where home would be used as a base for travel. If you have a question about your individual circumstances, call our helpline on 0300 123 1100. And it’s available now. Homeworking - a guide for employers and employees. The Home Working Agreement is available from the list of related documents to the right. . Coronavirus (COVID-19): latest advice for employers and employees. All Acas events on Flexible working (digital) for all regions: Click on an event for more information and to book places. Our remote training courses can help employers learn … Longer-term changes to working arrangements, Preparing for homeworking during coronavirus questionnaire from the Chartered Institute of Personnel and Development (CIPD), what employers should do from the Health and Safety Executive (HSE), looking out for signs of domestic abuse on GOV.UK, managing and supporting employees experiencing domestic abuse on the CIPD website, domestic abuse toolkit for employers on the Business in the Community (BITC) website, Employers’ Initiative on Domestic Abuse (EIDA), Time off because of a mental health issue, any physical or mental health and safety risks, any working arrangements that need to change, for example because of caring responsibilities, stress, anxiety, loneliness or other mental health issues, feeling unhealthy as they’re not able to take their usual exercise, finding it harder to switch off from work, feeling pressure to work while ill (‘presenteeism’), physical pain because they do not have the right working equipment, for example musculoskeletal problems caused by an unsuitable chair and desk at home, look after their mental and physical health, for example by getting support and doing regular exercise, manage their work-life balance, for example by having clear start and finish times, have the necessary equipment and information to work safely, encourage sharing of any problems they may have, not make assumptions about what support might or might not be needed, agree on what support may be needed, for example if an employee with a disability needs, support someone who is experiencing domestic abuse, keep a record of incidents at work and when employees report domestic abuse, and any actions taken, finding a way to communicate safely, for example by text message if calls are not possible, or a different email address if their email is being monitored by the perpetrator, agreeing on a code word or hand signal for someone to use to alert others that they’re experiencing domestic abuse, arranging another place they can do their work instead of at home, time off, for example to attend support appointments, helping the person get other appropriate support, a clear commitment to taking the issue seriously, the support available for employees and managers. It has also become more difficult for people to get away from the person abusing them (the ‘perpetrator’). Employers have a legal duty of care to their employees and should: See guidance on looking out for signs of domestic abuse on GOV.UK. Anyone working from home should keep in regular contact with their manager. Early Conciliation . acas.png. Every Mind Matters and One You can help with expert advice and practical tips. #AskAcas on Twitter . There are many attractions, for employers and employees alike, in having a work from home programme. Acas encourages people to work together effectively, and aims to promote good practice in the workplace as well as helping to resolve disputes. work from home. There are hidden benefits and drawbacks to flexible working arrangements, new research from employment adviser Acas finds. Working from Home Policy 1. Only if all other options are not practical, may suspension become necessary. By Adrian Wakeling on 23 Aug 2017 in Working from home, Acas, Flexible working. During the pandemic, pregnant workers have been advised to follow strict social distancing to reduce the risk of severe illness from coronavirus. The Home Working Policy is one of a number of policies under the Work Life Balance initiative. Where home working is being newly introduced, or expanded, the employer should ensure that the health and safety implications have been considered (including health and safety risk assessments) and that the necessary infrastructure is in place. Acas advice on working from home during the coronavirus pandemic. If you have a question about your individual circumstances, call our helpline on 0300 123 1100. OpenDocument Text (ODT) format. Home working is about using the employee‟s home as a base for work instead of the employee coming into a workplace. We’ve created a ready-to-run survey that does all the hard work for you. Microsoft Word format. Working from home? For example, of the 514 individuals who completed the employee survey conducted for this study, 46% worked from home on a regular basis. 2013. Ref: 10/13. Redundancy. Since the COVID-19 outbreak began the government has urged people to work from home where possible. If you’re planning to survey your employees on remote working, we can help you with that. For example a radiographer working in a hospital may go home following a working day, but may be called into the hospital if required, therefore the working time will be the time spent while working at the hospital. Coronavirus (COVID-19): latest advice for employers and employees. Acas training for managers, line managers, supervisors and HR professionals in workplace relations can boost an organisation's productivity and profitability, increase motivation levels and ensure less conflict arises in the workplace. Homeworking - a guide for employers and employees. For example, because of changes to government rules or employees’ circumstances. Employees have a responsibility to take reasonable care of their own health and safety at work. Employees should check there are no issues with them working from home, with their home insurer, mortgage provider or … Please see the following information from ACAS. In many workplace settings, it is hard to distinguish idle chit-chat from meaningful dialogue. Select the statement you most agree with: Supporting mental health in the workplace, Dealing with a problem raised by an employee, Working from home during the coronavirus pandemic, Please tell us why the information did not help, I cannot find the information I'm looking for. For many businesses, managing people remotely is a new challenge. Please contact Acas on 0300 123 1150 for information on future events. 2: HOMEWORKING A GIDE FOR EMPLOERS AND EMPLOEES: Throughout the guide, a legal requirement is indicated by the word “must” – for example, employers must carry out … Acas has published new best practice guidance on working from home as more employers ask staff to avoid workplaces amid growing coronavirus concerns. Pregnant workers. A home worker risk assessment must assess the suitability of space. Anyone working from home should keep in regular contact with their manager. Find out the support available to workers and employers because of coronavirus (COVID-19). Code Of Practice - Handling In A Reasonable Manner Requests To Work Flexibly. Alexandra Beauregard, Kelly Basile and Esther Canonico (LSE Enterprise) For any further information on this study, or other aspects of the Acas Research and Evaluation programme, please telephone 020 7210 3673 or email research@acas.org.uk . Adrian Wakeling, senior policy adviser, looks at the key messages for employers. Checklist for setting up working from home Example checklist for employers and employees to use when setting up homeworking. 1.2 The policy is intended to assist both managers and employees in implementing working from home by highlighting areas for Working from home looks set to be a part of many people’s lives for some time to come. join free Acas webinars on coronavirus workplace advice Health and safety By law, employers are responsible for the health and safety of all employees, including those working from home. We have a range of management, employment law and HR training courses available. They should also tell their manager about: It’s important that employees and managers communicate regularly and work together to find suitable solutions. Employers and managers should talk together with their employees and: During the pandemic, there has been an increase in domestic violence and abuse. 5 A document showing what to include in a policy for staff working from home. Employers are responsible for the safety of their employees even if they are working from home. Find out more about what employers should do from the Health and Safety Executive (HSE). Acas helps employees, employers and their representatives resolve problems at work through advice, training, mediation and conciliation. Join us every Friday from 10.30am to 11am o... n Twitter. Employers should make clear what support is available if an employee is experiencing domestic abuse, such as: Employers should consider having a domestic abuse policy. Employers may need to consider lay-offs (sending employees home temporarily) or short-time working (reducing working hours). For many, the benefit comes from a better work/life balance, but other advantages include increased employee productivity and motivation as well as ‘green’ benefits. Neurodiversity in the workplace. Guest Contributor: Susan Clews, Acas Chief Executive (Written on March 24, 2020) Figures from the ONS show that the number of people working from home doubled between 2008-2018, to 1.5 million. Help and advice for workers and employers on rights and obligations at work. Acas provides guidance and support on how to organise shift work, and flexible working generally, in the booklet Advisory booklet - Flexible working and work-life balance [347kb] as well as training on Health, work and wellbeing issues. Further advice on employment rights is available on the Acas website or by calling the Acas helpline on 0300 123 1100. Home Organisations Acas. The right to request flexible working: an Acas guide. Employees have a responsibility to take reasonable care of their own health and safety at work. While working at home during the coronavirus pandemic, people might be experiencing problems such as: It’s important to remember that everyone’s experience will be different. This includes temporary homeworking because of the coronavirus (COVID-19) pandemic and longer-term homeworking arrangements. Our helpline advisor Chau will be online to answer your questions. Optional phrases / clauses are enclosed in square brackets. One of the biggest changes resulting from the coronavirus pandemic has been the switch to working from home. Steps for employers and employees to take when setting up working from home. Flexible Working. Latest advice on the furlough scheme's extension. We know … Did you get the information you need from this page? What is specifically required for each employee will depend on the job, the duration of home working and what specialist equipment may be … Find out more about working from home during coronavirus. 12.6 Acas attaches significant importance to the evaluation of its services. Employers should review risk assessments regularly to make sure employees’ working environments at home remain safe and healthy. Advice for employees and employers during the redundancy process – including redundancy pay, notice and appeals. If the employer is not able to carry out a full risk assessment due to the coronavirus (COVID-19) pandemic, they should provide their employees with information on working safely at home. Key points for employers to note include: supporting employees to help them adjust to remote working and discuss how their homeworking arrangements can be improved; considering the needs of individual employees. 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