Editor's message: Homeworking, which allows employees to carry out some or all of their duties from home, has become increasingly popular due to the ability to work remotely and the trend towards work-life balance. Requests to work from home are often made through a flexible working request, which must be considered in a reasonable manner. Employers are not always obliged to agree to a request if there is a legitimate reason why it is not possible, for example due to the inability to reorganise work among existing staff.
In contrast, teleworking is work that is carried out at a location away from the workplace, often from a different country from the one in which the employer is situated, and is used as a good way of retaining key or senior staff. Typically, employers will put an agreement in place that requires the employee to attend the workplace on reasonable notice.
Susan Dennehy, employment law editor
Employees' desire for flexible working far exceeds companies' capacity to offer it, a report published today has found.
Most employers now embrace some form of flexible and remote working, but self-publishing company Reedsy has taken this to the extreme. Cath Everett finds out the benefits and challenges of having a completely remote workforce.
This month on 19 May it is "National work from home day". So what should employers be aware of if they want to facilitate homeworking?
One-third of UK workers (32%) say that remote access to work means they cannot switch off in their personal time, according to research.
This employment tribunal held, in White v Propharma Group MIS Ltd, that the employer had not indirectly discriminated against a female employee by requiring her to remove potential interruptions while working at home by arranging childcare.
The Employment Appeal Tribunal has held that an employer's false explanation given for the withdrawal of a flexible working arrangement in evidence during a tribunal hearing reversed the burden of proof in a direct sex discrimination claim.
A model policy to ensure that employees who use their own computers, mobile phones or other devices to work from home or work remotely or bring such devices into work do so in accordance with the requirements contained in the Data Protection Act 1998. This policy is also known as a Bring Your Own Device (BYOD) policy.
Definition from the XpertHR glossary.
HR and legal information and guidance relating to homeworking and teleworking.