A recent study has shown that the number of employees who work remotely, away from the office is significantly increasing year upon year.
When technology first evolved to such an extent that employees were able to work away from the traditional office environment, there were concerns that it would make workers less productive. However, many studies have shown that the opposite is true. Remote working has, according to some, led to a more energised and engaged workforce who are thriving in an environment where they are more comfortable and given more freedom to get their work/life balance just right. This has resulted in a big increase in their wellbeing which is, of course, beneficial to both the employee and the employer.
On the other hand, it is not without its critics and some believe that remote working can be isolating and can actually harm an employee’s wellbeing, together with their productivity.
Perhaps one approach is to take the middle ground and combine remote working with office-based working to offer employees the best of both worlds; the flexibility that comes with not being stuck in an office for 8 hours a day but also the social interaction and the chance to gain more knowledge that comes with being in a busy office environment.
This is still an evolving area of HR. However, what’s certain is that any form of remote working should be backed up by a well thought out and clear policy that sets out exactly what you expect from your remote workers. This means that anyone taking advantage of the system can be dealt with under your disciplinary or performance management processes, without it impacting upon those people who are acting in good faith and for whom the system is working.
Should you require any assistance with your remote workers or in devising a remote working policy, please speak to one of our employment law team. Contact us today on 02920 853794 or email email@example.com.