Do you have work from home policies in place?

The coronavirus has affected countries, families and businesses the world over in ways unseen for decades. Everyone has taken a hit and for your business, that could mean having to revamp your working procedures and policies

One of those policies will be your working from home policy. Do you have one in place? Or, are your employees already working from home?

If not, it’s something you’ll have to consider sooner rather than later. When doing so, there are a couple of things to bear in mind.

Your responsibilities

Your duty of care towards your workforce remains the same regardless of where they work. So, whether they’re working in another office, a client’s office, or at home, you’re still responsible for them.

Before a homeworking situation begins, you’ll need to consider certain criteria. For instance, you’ll need to carry out a risk assessment of the property. You’ll also need to ensure the employee has everything they need to work remotely. All health & safety checks will also need to be outlined within your company policy.

Your concerns

It’s understandable that you’ll have your suspicions when it comes to employees working from home. After all, not being able to supervise staff during work could leave you thinking that employees will cut back on actual work.

However, if you’re transparent in your expectations of employees who work at home, this is unlikely to be a real issue. Trusting employees to continue to carry out their work as normal is key to a successful transition to remote working.

Put systems in place

The best way to approach home working is to set targets for those employees, much in the same way you do for office-based staff. Implementing a reporting system, for instance, where the employee lets you know what they have completed in that time frame, is crucial. This will allow you to maintain a degree of control over their activities and ask them to justify why tasks are not being completed on time.

Any homeworking policy should outline your right to terminate the arrangement at any time if it’s not productive. Make it clear to the employee that they may face disciplinary action if their conduct is not up to the usual expected standards.

Conclusion

We’ve begun to see workplaces close following government advice and the implementation of new measures. Sadly, many more face the same fate in the coming weeks.

To ensure your business is prepared to handle such a situation, consider your remote working policies now.

Need our help?

For instant advice on how to protect your business during the coronavirus outbreak, call our advisors on 01 886 0350 or request a callback here.

Book a call with a consultant

Complete the form below and a consultant will call you as soon as possible.

Book a call with a consultant

Complete the form below and a consultant will call you as soon as possible.

Latest Resources

Probationary periods and employment contracts affected by new rules

As January is a quiet time for many business owners, it can be a good time to do some HR jobs that have been put […]

Handling employee resignation and notice periods in Ireland

Employee resigning with documents and belongings
How to handle employee resignation and notice periods in Ireland From time to time, an employee resigns to pursue a career outside of your organisation. […]

Employer’s guide to the Organisation of Working Time Act

Employer’s guide to the Organisation of Working Time Act The Organisation of Working Time Act 1997. What does this legislation set out to do and […]

Nora Cashe

Peninsula

Nóra studied Law in Griffith College Dublin and qualified as a Barrister in 2008, practising in the area of Criminal law. She is also member of the Irish Employment Law Association.

Nora has extensive experience representing clients at Employment Tribunal hearings, Conciliation / Mediation meetings before both the Workplace Relations Commission and the Labour Court. 

Nóra is a member of the Irish Employment Law Association and engages with the WRC Adjudication Service as part of their stakeholder engagement forum.

Deiric McCann

Genos International Europe

Deiric McCann leads Genos International Europe – The EU division of a world-leading provider of emotional intelligence solutions. 

With over two decades experience at the highest levels of management, Deiric supports clients to develop the resilience, emotional intelligence, psychological safety and engagements of their employees.

Rhiannon Coyne

Graphite HRM

Rhiannon Coyne is a Senior HR Consultant at Graphite HRM and will be providing an overview of best practice on how to deal with complaints of bullying and harassment in the workplace. 

With a number of recent updates to employment laws, Rhiannon will take a closer look at employment equality and how it is interlinked to Health & Safety and what employers can learn from recent case laws.

David Begg

Workplace Relations Commission

David Begg was appointed Chairperson of the Workplace Relations Commission (WRC) in January 2021.

David is also a professor at Maynooth University Institute of Social Sciences. Mr Begg’s extensive history in the trade union movement included leading the ESB Officers Association and Irish Congress of Trade Unions, stepping away from the latter in 2001 to chair international aid agency Concern.

David Begg was also previously a director of the Central Bank of Ireland between 1995 and 2010.