Home sweet home

26 March 2007

Working from home is an attractive proposition for most people. There are advantages to be had for both the employer and the employee but also a number of risks. Careful consideration should be given to the implications before implementing home working arrangements to avoid the benefits turning sour.

According to figures from the Office for National Statistics the number of people regularly working from home has increased significantly and there were reported to be 3.1 million home workers in 2005, accounting for 11% of the UK workforce. At least another 1 million workers will occasionally work from home.

Much of this growth has been brought about by advancing technology, such as broadband, which has enabled many more jobs to be carried out at home. So much so that “teleworkers”, people who work from home using computers and telecommunications, represent over three quarters of all home workers. Along side this, attitudes have also changed. More emphasis is being placed on work life balance and employers have been urged to offer flexible working practices, under pinned by a legal duty to consider statutory requests to work from home.

Whilst employees do not have an automatic right to work from home, under the Flexible Working Regulations certain employees have a statutory right to request this arrangement following the completion of 6 months service. To be eligible the employee has to be a parent of child under the age of 6, or of a disabled child, although from 6 April 2007 the right will be extended to carers of an adult relative or other person living with them. Employers must follow a prescribed procedure when considering the request and any refusal must be on the basis of one or more of the specified grounds. Implementing a home working arrangement may also be necessary for legal compliance in other circumstances, such as to make a reasonable adjustment for a disabled employee or to avoid unlawful sex discrimination.

Unfortunately though, the risk for employers doesn’t stop once home working is agreed. Employers have the same duty of care to home workers as they do for other staff. Most importantly, under the Health and Safety at Work Act 1974, employers must, as far as reasonably practicable, ensure the health and safety of home workers and others who may be affected by the work activities, such as family or visitors. Similarly, the Management of Health and Safety at Work Regulations 1999, which requires the employer to conduct an assessment of the hazards and risks that workers are exposed to when engaging in work activities, covers work carried out at home, even occasional home working.

Home working can also present a risk to the security and confidentiality of information and give rise to possible misuse, damage or total loss to company property. The remote management of the employee has its own problems such as compliance with the Working Time Regulations, measuring performance, provision of adequate support and maintaining effective working relationships. Any arrangement must be effective in these areas, especially as there can be an increased risk of stress when people feel that they are isolated or unaided and when personal and work priorities conflict.

Employers who get it right can realise the advantages of introducing home working. In addition to any financial savings, where overheads can be reduced, home working can improve the attraction and retention of employees with personal commitments. Provided it is implemented properly, it can reduce occupational stress and increase motivation with a positive affect on productivity.

To alleviate the risks and maximise the potential of home working, employers should:

Ensure the work is suitable to be undertaken from home
Make sure the employee is compatible i.e. capable of working in isolation and without close supervision
Conduct a risk assessment of the working environment and arrangements (for occasional home workers a self assessment will normally suffice)
Provide all the appropriate equipment and resources and make sure these are fully insured
Have a formal arrangement for the reporting and performance management of the employee and agree matters such as entitlement to expenses
Advise the employee of their responsibilities, particularly regards working hours and data protection
Maintain contact and integrate the home worker as much as possible, including involvement in training and social events
Encourage trial periods before any permanent arrangement
Ensure terms and conditions give appropriate protection to reflect the home working arrangements. For example, employers should have a contractual right to enter the home to conduct risk assessments and properly maintain equipment

Introducing a Home Working Policy can be a practical way of ensuring that all things are considered and communicated. Our members now have access to a comprehensive policy and guidance note, which can also be purchased by non-subscribers through contacting Buddy on the info line or by email. It’s worth considering if you don’t want to be left with a bitter taste in your mouth!