For years, HR teams in public services have been used to managing long-term contracts with outsourcing companies. But as citizens demand greater levels of transparency and fairness, a number of employers are bringing those services back in-house. Jo Faragher examines how "insourcing" might play out.
Expanded with further detail on whether employers need to change employees’ contracts when implementing hybrid working.
An example form to assess a specific role's suitability for hybrid/blended working. The assessment can assist employers that are moving to the hybrid/blended working model to decide which roles are suitable for this way of working.
An example spreadsheet to keep a record of roles that are suitable for hybrid/blended working. The audit can assist employers that are moving to the hybrid/blended working model to keep track of which roles are suitable for this way of working.
A model letter to announce the decision not to move permanently to the hybrid working model following an unsuccessful trial period.
A model letter where your organisation is moving to the hybrid/blended working model but there are roles for which this way of working is not suitable.
A model letter to confirm to employees that the hybrid working model is being adopted permanently.
A model letter to announce a trial period adopting the hybrid/blended working model so that your organisation can establish if the model works, pin down the most effective working arrangements, and identify and address any issues that arise.
A model letter to provide an update to employees during a trial period adopting the hybrid/blended working model.
A model employee survey to gauge your staff's experiences of the hybrid/blended working model during a trial period.
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© 2023 LexisNexis Risk Solutions.