As a result of the coronavirus pandemic, there have been many changes in individual sectors of the economy. The labor market is not the exception. Home office is no longer an exclusive benefit, and will soon be qualified to the Labor Code as an alternative mode of work. Therefore, employers are required to create regulations for the Home office. What should be included in such a document?
Home office as a new reality
According to several recent studies, the Home office turned out to be a salvation for most employees during the pandemic, but not only. Over 86% of respondents said that over the next few years, they would prefer to work completely remotely or in a hybrid system.
What are the advantages of the Home office?
Respondents identified the following advantages of work from home:
- the opportunity to save on fuel / tickets for public transport
- flexible working time
- time saved on commuting
- greater efficiency
- the possibility of self-arrangement of the workplace
Of course, some people would prefer to return or have already returned to the traditional form of work – mainly due to the inability to work from home (little space / large family / problems with access to the Internet and company files etc.). In addition, for many, working from home is too distracting, resulting in decreased productivity.
To meet the expectations of employees, the amendment to the Labor Code is to enter into force, which, among other things, will include a provision on the possibility of work from home. In connection with this, if the employer has so far enabled or will allow to work from home (hybrid) in the near future, a separate document should be prepared to regulate legal issues in this respect. It’s about getting to the regulations of the Home office.
Regulations for the Home office – basic information
First of all, it should be remembered that the regulations for the Home office should reflect the provisions of the Labor Code. However, the regulations are an internal company document, so all own implementations are allowed, e.g.:
- the Home office rules (e.g. hybrid work; working hours)
- types of the Home office
- who is entitled to perform the Home office (including positions / industries / specified people)
- a list of duties that may or may not be performed remotely
- setting periods that allow or prevent transition to the Home office mode
Regulations for the Home office – what should be included in them?
Going further, it is necessary to define fundamental rights and obligations of both the employer and the employee. That is, for example, by setting specific „active” hours of work from home, the employer has the right to contact the employee at that time, supervise his progress in performing tasks (it is also worth specifying how work will be supervised / checked). In turn, the employee is obliged to be available and carry out the assigned tasks within the agreed time period.
The more detailed the regulations for the Home office are written out, the less likely there will be misunderstandings in communication with the supervisor or in the performance of tasks.
Providing tools for the Home office
Another important provision is the list of all the tools used by the employee during working from home, mention should be made of, among other things, about:
- rules for reporting technical problems / needs
- health and safety rules
- rules for the use of private equipment
- responsibility for company equipment
- rules for using company equipment
Remember! Pursuant to the amendment to the act, employers have an obligation to finance the costs of energy and the Internet (roaming – if we are talking about the Home office abroad) when the employee is employed in the Home office mode.
But due to the fact that the calculation of these costs or providing separate energy sources is too burdensome and time-consuming for the employer, a much easier solution is to offer employees a bonus in the form of a cash bonus.
What else is worth remembering?
At the end of the regulations, the rules of the GDPR should be mentioned. In this case, reference can be made to the general provisions. Apart from that, it is necessary to refer to the amended Labor Code, other acts of the company’s Labor Law and all templates of employee certificates.
Before the regulations of the Home office come into force, it is worth consulting with the accounting and HR departments. In addition, we recommend organizing a meeting with people who work and plan to start to work from home, to discuss all the details.
The Home office regulations are primarily a document that is supposed to facilitate and precisely define it, to avoid misunderstandings.
Create your own regulations for the Home office, then immediately post a job ad on europa.jobs
