Four ways hybrid working may impact your business

Last updated: June 21st, 2022

The Second Annual National Remote Working Survey has revealed that over 95% of workers would welcome some form of remote working. Furthermore, fewer than 5% of workers surveyed want a full-time return to the office.

What this survey shows is that workers would prefer a split between working from the office and the home. This kind of arrangement is known as “hybrid” working ― and it is emerging as a real alternative to traditional working arrangements.

Should hybrid working be of interest to you, here are four things to first consider.

1. Policies

If you implement a hybrid working arrangement, you’ll need to develop a new policy as well as undertake a thorough revision of existing policies. That’s because the switch could impact a range of policies, from disciplinary and grievance to IT and employee monitoring.

2. Contracts

When it comes to the employment contracts of existing staff, it may be difficult to update them without the employees’ agreement. A unilateral change could lead to a breach of contract claim.

When reviewing staff contracts, it’s important to agree any changes to terms and conditions with staff before confirming any hybrid working arrangements. For new hires, terms covering hybrid working can be written into their contracts from the beginning of employment.

3. Managing teams

The past 12 months have shown the importance of sound communication as many employees made the move to remote working. Maintaining strong communication with staff who are working a hybrid model will be a big challenge.

Staying in contact with hybrid staff while they work from home can be done through daily/weekly meetings either in person or remotely. Giving staff clear targets to work towards will also allow you to monitor the arrangement’s success and evaluate performance during these regular meetings.

4. Training and development

Staff and managers will need to be well-equipped to transition to hybrid working and know what to expect from it. Training is likely to be necessary for management to help manage productivity as staff work from different working locations.

The way we work is changing

Currently, no legal obligation on employers to provide staff with hybrid working options exists. However, the Department of Trade, Enterprise and Employment have held a public consultation that will inform the introduction of a legal right for employees to request remote work. This legal right is scheduled to come into effect later this year.

Elsewhere, the Department of Children, Equality, Disability, Integration and Youth is seeking the public’s views on how flexible work arrangements could help support work-life balance and develop a more inclusive labour market.

As previously mentioned, remote working has grown in popularity over the past 12 months. As both the Government and workers increasingly favour remote and flexible working options, employers need to prepare for change.

If you want to provide remote work options for your staff, it’s best to begin preparations as soon as possible. Hybrid working could be a great move for many businesses but effective processes and procedures will need to be put in place to safeguard operations, productivity, and employee health and welfare.

Do you have questions about hybrid working?

If you have questions about hybrid working, speak to a HR expert today 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.