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Ten Top Tips when Considering Allowing HomeworkingPosted on by Angela Rhodes
We are increasingly being asked for advice on allowing employees to work more flexibly by working from home. At Crispin Rhodes, the whole team work at least one day per week from home – it provides better work-life balance, reduces stress levels, reduces commuting time and costs and there is no question, we all find we get more work done at home without any distractions!
Having recently been involved with a recruitment advertising campaign for a client, eight of the candidates indicated that they would like flexibility and be able to work from home from time to time.
So what do you need to think about?
Firstly of course, the role must be one that is suitable to be carried out at home. You can always try it and see before making a firm commitment to it being a permanent practice. Having decided you are willing to agree to an employee working from home, there are some key matters that you must consider:
- Is the proposed work area appropriate?
- Carry out a risk assessment to identify any hazards
- Ensure any domestic or caring commitments are separated from the work area
- Provision of adequate work-equipment – IT, desk, office chair, internet, telephone, etc
- Ensure any of your equipment is adequately insured in the home and the employee’s home insurance covers homeworking
- Ensure computers are password-protected and inaccessible to anyone else in the house
- Decide on level of contact expected from the employee?
- Consider any expenses associated with home-working and how/if they will be reimbursed
- Consider any changes needed to the employment contract to reflect any homeworking arrangements
- Make provision for changes, ie if the business needs change and homeworking is no longer viable.
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