Understanding Employment Law for Remote Work: Insights from LCF Works

At LCF Works, we support businesses of all sizes with their employment law and HR challenges, offering unlimited telephone guidance, written advice, as well as essential employment documentation like contracts, policies, and procedural documents.

Addressing Remote Work Concerns in 2023

One pressing question that many companies encounter is how to effectively reduce remote working hours without igniting conflict among employees who might perceive this as a loss of their current arrangements.

Insights from the Global Survey of Working Arrangements

The latest findings from the 2023 Global Survey of Working Arrangements (G-SWA), which examines employee behaviors across 34 countries, reveal that the UK leads Europe in terms of remote work flexibility.

On average, British employees holding a graduate degree work from home 1.8 days each week, aligning with their counterparts in the US. Germany follows, averaging 1.5 days, while countries like the Netherlands, Italy, Spain, and Sweden trail with an average of 1.2 days, mirroring the European norm.

Benefits and Challenges of Hybrid Work

Brendan Bah from LCF Law states, “The pandemic significantly accelerated the shift towards hybrid working models. Undeniably, this shift benefits employee well-being, job satisfaction, and a better work-life balance. Additionally, companies discovered innovative ways to collaborate using new technology.

“However, various challenges arise, such as issues with teamwork, employee engagement, and concerns over productivity—factors that can lead to friction between employers and employees regarding remote work arrangements.”

The Increasing Necessity for Skilled HR Guidance

Brendan highlights the growing number of employment tribunals related to remote work disputes, as firms increasingly push for a full return to the office or at least three to four days spent on-site. “Some businesses are influenced by high-profile organizations that have fully reintegrated their workforce back into office settings,” he explains.

Understanding Flexible Working Rights Under New Legislation

In light of the recent Flexible Working (Amendment) Regulations 2023, which commence in April 2024, employees will have the right to request flexible working arrangements upon their employment start date. However, it’s critical to recognize that not every request needs to be granted, as valid reasons exist for potential rejections. Importantly, employers must engage in discussion with employees before denying any flexible working requests.

Ensuring Compliance with Updated Policies

“Employers must handle flexible working intricacies with great care,” Brendan emphasizes. “Maintaining up-to-date flexible working policies and procedures is vital, along with ensuring that managers are adequately prepared to address any related inquiries. This is where expert HR and legal teams can truly provide valuable assistance.”

Looking Ahead: The Future of Flexible Work

In conclusion, Brendan mentions an upcoming Employment Rights Bill slated for introduction by October 12, 2024. This legislation promises to make flexible working the standard practice from day one for all workers, unless deemed impractical. The commitments made by the Labour party as part of their manifesto for ‘Delivering a New Deal for Working People’ will undoubtedly shape the future of employment practices in the UK.

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