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1. Can an employer give an employee the option of becoming a permanent homeworker in return for agreeing to a pay cut?
2. Do hybrid working organisations have to pro rate time spent at the workplace for part-time workers?
3. Is there merit in a reluctant returner's argument that working at home for over two years has created an implied term of their contract entitling them to continue to do so?
4. Are hybrid working organisations required to carry out a health and safety risk assessment for employees' workstations at home?
5. Where hybrid working takes place, are organisations obliged to provide staff with home equipment such as an ergonomic chair, a desk and a monitor?
6. Can hybrid working organisations oblige new starters/probationers to come to the workplace more often at the start of their employment on the basis that they need intensive training that is better done in person?
7. Can hybrid working organisations enforce a rule prohibiting hybrid workers from combining homeworking with childcare?

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Hybrid working legal and practical issues: Your common questions answered

While many employers have now implemented a hybrid working model, challenges remain to ensure that hybrid working arrangements run smoothly. XpertHR consultant editor Darren Newman answers some of the most common legal and practical questions that hybrid working organisations have been asking us.

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Published date: 16 June 2022
Publisher: XpertHR

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