In this month’s edition of Workplace Law we have a reminder about the changes to the Coronavirus Job Retention Scheme (CJRS) coming into effect from tomorrow 1 July. We discuss the legalities of monitoring employees who work from home and we also look at hybrid working, and considerations for employees working from home.
What are the legalities of monitoring employees who work from home?
Even as we start to look ahead to a post-lockdown future, it seems an element of home working looks set to continue for many. As employers look for ways they can ensure that productivity levels do not suffer through home working, some are turning their attention to the practice of employee monitoring and how it operates as the employer’s eyes and ears in managing employee output remotely.
What should the expected minimum requirements for Hybrid working be?
Hybrid-working is a hot topic; with employers across the UK scrambling to create new policies and implement new work structures which would allow employees to work more flexibly and more efficiently going forward.
Home working: how to make it work for everyone
The COVID-19 pandemic has redefined our understanding of flexible working and has seen a huge rise in remote and latterly hybrid working. Workers have become well used to spending a large amount of their working hours in their own homes and with more and more organisations announcing permanent home working or hybrid working policies, this is likely to continue to be the case going forward.