How to manage homeworking arrangements

Homeworking is the term generally used to describe employees whose Contract gives their home as their place of work and who work from home in practice.

Homeworking can provide benefits for both an employee and the council, however it is important to effectively and consistently manage homeworking employees to ensure that these benefits are realised.

Review

• If an employee formally requests a permanent arrangement to work from home, refer to the Flexible Working Policy and review whether you can agree to this.

•Where you allow homeworking on an ad hoc basis, consider whether the work is suitable to be undertaken at home; that the home environment is suitable; and whether can accommodate their request.

• In some cases you may agree to an employee working permanently at home from the outset and this should be reflected in their contract of employment.

Prepare

• If you agree to the employee carrying out homeworking, assess health and safety hazards or risks for the homeworker by carrying out a risk assessment. See Health and Safety Executive (HSE) website.

• Make sure the employee is made fully aware of any potential health and safety risks, the Council's Health and Safety policy and accident reporting procedures.

• If the work involves dealing with confidential or sensitive information, take steps to ensure that documentation is held and processed in line with GDPR regulations.

• Agree how you will communicate with the homeworker, and review this, to ensure they keep up-to-date with council business and avoid isolation.

• Consider which practical matters need to be dealt with with including what equipment will be provided (furniture, secure cabinet and equipment such as PC's and phones, as well as the infrastructure for their use (broadband/phone lines etc...).

• Think about what insurances are required. Ensure that both the Council and employee's personal insurance policies properly cover the employee to work at home.

Finalise

• Ensure that the Employment Contract reflects contractual change; consider whether to include the tax-free 

homework allowance

• If not included as part of the employees initial contract, finalise the arrangements in writing by drawing up a 

homeworking agreement to be signed by the employee, which refers to all the above points.

• Clarify your expectations on communications and availability. The homeworker should be available during work hours; ensure these are clear.

• Depending on the arrangement in place, agree how often the employee should visit council offices (and for what 

reasons)

• Ensure you review the arrangements from time to time and ask the homeworker to repeat the risk assessment 

annually, or when there is a change.

Suitability for homeworking

When considering if homeworking will be successful take into account the following:

• Requirements of the role

• The individual’s self-discipline

• The need for face-to-face interaction with others

• The ability to work without direct supervision

• The individual’s communication and organisational skills

• The suitability of their home as a workplace

• Data security

 

Obligations

Employers’ health and safety obligations apply to homeworkers in the same way they do to employees who work on council premises. The Council is therefore under a duty of care to take care of the health, safety and welfare of every homeworker, and this duty includes a responsibility to ensure premises and equipment are safe.

 

 

This document was commissioned by the National Association of Local Councils (NALC) in 2019 for the purpose of its member councils and county associations.

Every effort has been made to ensure that the contents of this document are correct at time of publication. NALC cannot accept responsibility for errors, omissions and changes to information subsequent to publication.

This document has been written by the HR Services Partnership – a company that provides HR advice and guidance to local (town and parish) councils. For more information about their services, contact them on 01403 240 205.

© NALC 2019