Embed Size (px)
Citation preview
Although views were varied at the beginning about the
effectiveness of allowing members of staff to work from home or
away from the office, many business owners agree that
employees can be just as, if not more productive working at
home than when in an office environment. As well as increased
productivity, many factors such as a better work/life balance, and
appreciating the flexibility and trust from senior members of staff
can also work towards creating an effective working culture for
both staff and management..
There is a link at the end of this deck to the associated blog
and webinar recording.
Are you thinking of implementing a work from home policy?
What is homeworking? Homeworking is a term covering a variety of agreements. Aside from ‘out work’, they can include:
• Office-related roles where: – some employees work almost entirely at home apart from carrying out regular or occasional duties/meetings at the office or with customers – some employees split their time between working at home a few days a week (depending on the agreement with the employer), with the rest of the time spent in the office or with clients – some employees work from home only occasionally.
• Travel-related roles where the job entails a lot of journeys and the employee’s home is used as a base.
12MBy 2020
1.3MHomeworkers in
1998
4.2MHomeworkers
in 2014
33%Homeworkers as employees
More than a third of homeworkers are employees, while the rest are self-employed or work in the family business. The number of homeworkers is predicted to carry on rising, particularly in office-related work
Office for National Statistics shows the number of homeworkers has risen to more than four million.
ONS figures say this is a steady increase of 1.3 million from 1998 to 4.2million who usually spend at least half their work time using their home in 2014
Predicted rise to 12million homeworkers by 2020
What is homeworking?
Office National Statistics 2014
What is homeworking?
• Homeworking is a type of flexible working
• Depending on the agreement between employer and employee, can be also used in conjunction with other arrangements such as flexible hours, working part-time or term-time working
• Homeworking and other forms of flexible working do not have to be used together
• For example, an employer could stipulate that a homeworker works the same working pattern as office-based staff.
Why homeworking?
• Employers looking to cut overheads of business rates, rents and utility bills by reducing office space. • Technology making it easier for some roles to be performed anywhere. • More employees asking for some flexibility in where they work and the hours they work – both inside and outside of
the organisation’s core hours. This is largely so they can better manage their personal lives. • Increasing numbers of employees with responsibilities caring for family, including the elderly. • Rising costs of commuting. • Government policies encouraging people with disabilities back into work. • Employers reporting the success of homeworking. While many staff who work from home either much or some of• Better work-life balance and improved job satisfaction • Employers reporting increased productivity from homeworkers.
1. Who gets to work from home
Every employee is different and you need to be able to recognise which of your workers will be productive working from home.
The people who need a strict routine to produce results may not be best suited to home working.
2. Equipment requirements
Depending on the nature of your business you may have to provide your employee with extra technology for their home. For example are you going to ask them to use their own computer or will you supply a laptop?
3. Health and safety
Employers have different levels of responsibility for employees working from home; you might need to include language in your policy that allows you to access their home to review hazard risks
4. Company security
Information and documentation from your organisation will be trusted to the employee outside of the company.
It’s not just the employee you need to think about, what about other people entering their home? And how do you regain documents if the work relationship ends?
5. Monitoring performance
Many organisations use software that tracks employee input, but if this isn’t suitable for your line of work,
how will you ensure your employees are working to optimum levels? You should think about how often you will need contact with home workers, even if it’s just by email.
6. What are your employees’ motivations?
You should make it clear in your policy if you expect employees to treat their work day at home as though they were at the office.
For example, they should not think of working from home as an alternative to hiring child care.
7. Wording your policy
The more detailed your policy is, the easier it will be to sort out any disagreements regarding an employee’s rights
The policy should also outline the working hours you expect from anyone working from home, which is why it’s so important to be able to monitor performance. If you require regular updates you should state whether the employee
will be required to come into the office and how often.
What Next?
David Lynes0800 888 6868
Request an IQTimecard or IQCarePlanner Demo
BizSmart aims to help business owners of small and medium sized businesses to create value and scale their businesses through sound practical business support by providing insight, Clarity combined with a real determination to help you succeed.
You can access webinars and presentations like this and more besides through our SmartRoom service here
You can read the associated blog and listen to a live recording of this presentation by clicking here
You can read David’s profile here
•Need a sounding board for your ideas?
•Need to know what to prioritise?
•Want someone to challenge your assumptions?
BizSmart –
Where Smart people go to surround themselves with other Smart people, to gain
business success.
