Flexible Working Taskforce releases hybrid working guide

Hybrid working is a form of flexible work where employees spend some of their time working remotely – usually at home – and some in the employer's workspace.

According to the FWT’s guidance (24-page / 3.58MB PDF), organisations must consider issues of fairness and inclusion that can arise in flexible working environments.

“It is important to recognise that not everyone will want to, or is able to, work in a hybrid way depending on their particular role and personal circumstances. Part of ensuring inclusion and equality in hybrid work is taking into account people’s individual working preferences and personal circumstances, creating a level playing field regardless of whether workers are working remotely or in the workplace,” it said.

Anne Sammon, employment expert at Pinsent Masons, said the guidance’s focus on inclusion and equality was an “important consideration”.

“Employers should not lose sight of the fact that as well as any hybrid programmes that they offer, employees will still have the right to make a flexible working request and the employer will need to fairly consider that request. In particular, it is unlikely to be appropriate to refuse a request for flexible working simply because it is different from what is offered in terms of hybrid working,” she said.

The FWT’s guidance also says that team members should understand how their performance will be assessed and measured while they engaged in hybrid working, and that managers must ensure equal access to learning and development regardless of where and when people work.

If an employer intends to use systems to monitor staff remotely, they should be honest and upfront with team members about what they are implementing and why, it adds.

Managers also have to plan effectively for data security, according to the FWT, training employees in how to “conduct safe data sharing while working remotely” ahead of the launch of a hybrid scheme.

Once a hybrid working scheme has been implemented, the guidance suggests that managers schedule regular 1-2-1 time with every team member – either virtually or face to face – and encourage them to “disconnect meaningfully” at the end of shifts.

Employers should also take extra care when inducting new recruits to hybrid working roles.

“It can take a little longer for new workers to understand organisational culture when working remotely – and to feel like they belong,” the guidance says.

“Whilst inductions often address issues like vision, strategy and aims, workers will also need time and support to engage fully with the organisation,” it adds.

Sammon said: “With employers increasingly looking at hybrid options for their workforces, this guidance is likely to be very welcome.”

“As expected, the guidance provides practical advice for those employers considering hybrid working – including the need to ensure cultural readiness and how hybrid working will align with other forms of flexibility,” she added.