Michael Page Logo

Main menu

  • Home
  • NEW - Timesheet
  • Jobs+

    Searching for a job?

    • Job search
    • Submit your CV
    • Salary comparison tool
    • Income tax calculator
    • Featured employers

    Job search advice

    • Job search advice
    • Cover letter and CV advice
    • Growing your career
    • Job interview tips
    • Making your next career move
    • Global opportunities

    Search for jobs

  • Career advice+

    Career advice

    • Being happy at work
    • Career Chats - Podcast
    • Cover letter and CV advice
    • Graduate advice
    • Growing your career
    • Inclusivity Mapper
    • Job interview tips
    • Job search advice
    • Making your next career move
    • Tips for temps
    • Tomorrow's Talent

    Insights

    • Insights
    • Latest insights

    Salary centre

    • Salary centre
    • Salary advice
    • Salary tools

    Skills centre

    • Skills centre
    • Top 21 skills eBook
    • Top 100 skills tool
    • Skills Checker

    Popular articles

    • Popular articles
    • How to answer competency based interview questions
    • How to write an effective job description
    • The importance of good communication
    • Why are transferable skills so important?
    • Seven reasons for employee demotivation
  • Recruiting+

    Looking to hire?

    • Recruitment services
    • Request a call back
    • Reasons to partner with us
    • Advertising for candidate attraction
    • Salary benchmarking tool
    • Submit a job spec
    • Client testimonials

    Outsourcing/project recruitment

    • Outsourcing/project recruitment
    • Managed service provisions
    • Project solutions
    • Advisory
    • Outplacement/career transition

    Insights

    • Webinars & events
    • Webinars & events
    • Market analysis

    Management advice

    • Management advice
    • Attraction and recruitment
    • Development and retention
    • Diversity and Inclusion Centre
    • GDPR
    • IR35
    • Legal updates
    • Run your recruitment processes remotely

    Recruitment expertise

    • Recruitment expertise
    • Discipline expertise
    • Industry expertise

    Request a call back

  • Work for us+

    Work for us

    • Work for us
    • Why choose us?
    • Your role here
    • Use your skills
    • Apply now
  • About+

    About us

    • About Michael Page
    • Recruitment services
    • News & research
    • Client testimonials
    • Reviews
  • Contact+

    Contact us

    • Find our offices
    • Request a call back
    • Submit a job spec
    • Submit CV
    • Timesheet portal
    • Feedback
  • Job match
Register / Sign in
Saved jobs (0)
Saved jobs (0)
Register / Sign in
Login or Sign up
Search for a job

You are here

Home>Advice>Management advice>Development and retention>Seven steps to create a ‘work from home’ policy

Seven steps to create a ‘work from home’ policy

by Michael Page
Seven steps to create a 'work from home' policy

There are many attractions, for employers and employees alike, in having a work from home programme. For many, the benefit comes from a better work/life balance, but other advantages include increased employee productivity and motivation as well as ‘green’ benefits.

 

If you’ve got employees working from home, even if it’s just one day a week, it’s imperative that you have clear guidelines in your ‘work from home’ policy. Not paying attention to detail can have serious implications, particularly if your employee isn’t monitored properly or the safety of their home isn’t up to standard. Some of the things to consider are outlined below.

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. 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? 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.

You should discuss the language of your policy and any risk assessment procedures with your legal department. For more information read the government legislation: Health and Safety at Work etc. Act 1974.

This information is intended as a guideline only. To find out what’s appropriate for your business, please get in touch with your own HR or legal department or external advisors.

Previous article
Seven reasons for employee demotivation
by Michael Page
Read article
Next article
Six reasons why companies lose top talent
Six reasons why companies lose top talent
by Michael Page
Read article

Get in touch

Get in touch

Topics

  • Career advice
  • Management advice
  • Salary centre
  • Insights

Tags

Flexibility
Flexible work
Happiness at work
Motivation
Productivity
Retention
Work from home
Work satisfaction
Work/life balance
Working remotely

Are you looking to hire?

 

 

Download our free eBook

 

 

Tweets from @michaelpag

Michael Page Logo
  • Follow us on FacebookFollow us on Facebook
  • Follow us on LinkedInFollow us on LinkedIn
  • Follow us on TwitterFollow us on Twitter
  • Watch us on YouTubeWatch us on YouTube

General

  • Site map
  • Site terms
  • Work for us
  • Feedback
  • Accessibility
  • Diversity & Inclusion
  • Employee rights
  • Cookies
  • Modern Slavery Statement
  • Privacy policy
  • Complaints policy
  • Country/Region

About Michael Page

  • Investors site
  • PageGroup corporate site
  • Page Executive
  • Page Personnel
  • Page Talent
  • Page Outsourcing

Search for jobs

  • Accounting
  • Audit & Advisory
  • Banking & Financial Services
  • Compliance
  • Construction
  • Consultancy, Strategy & Change
  • Digital
  • Engineering & Manufacturing
  • Executive Search
  • Facilities Management
  • Fashion
  • Health, Safety & Environment
  • Healthcare
  • Human Resources
  • Insurance
  • Legal
  • Life Sciences
  • Logistics
  • Marketing & Agency
  • Not for Profit
  • Policy
  • Procurement & Supply Chain
  • Property
  • Public Sector
  • Retail
  • Sales
  • Tax
  • Technology
  • Treasury

Mobile applications

Download Our App Download Our App

Employers

  • Request a call back
  • Submit a job spec
  • Our offices

Awards

Reviews

Feefo logo

 

Accreditation

Michael Page is part of the PageGroup. Michael Page is a trading name of Michael Page International Recruitment Limited. Registered in England No. 04130921 Registered Office:
Page House, 1 Dashwood Lang Road, Addlestone, Weybridge, Surrey, KT15 2QW