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Hybrid working policy checklist

Make it Legal™ Checklist

Here are a few important steps to take to finish your document

The Acas guidance on requests for home and hybrid working tells employers to consult with affected staff members before adopting or altering hybrid working models. 

Before creating and implementing your Hybrid Working Policy, make sure to consult with your staff members and with any appropriate representatives (eg trade union representatives). You could, for example, carry out surveys and hold meetings. 

For more information, read Acas’ guidance on holding a consultation.

Read the document to make sure it meets your needs and that you’ve provided all of the necessary information. Remember that, if you have any questions, you can Ask a lawyer for advice.

Make your staff members aware of your new Hybrid Working Policy. This is particularly important if you’re moving to hybrid working as your workplace’s default mode of working, as your staff members must know about the change so they can plan for the transition or apply to opt-out of hybrid working. It may be appropriate to call a meeting to discuss your new Policy.

You could also, for example, include the Policy in induction packs, send it out by email, put it on notice boards, hand it out in hard copy, or put it on an intranet site.

The Hybrid Working Policy is not a contract and it does not need to be signed or agreed to by your staff members. You can ask staff members to sign an acknowledgement to show that they’ve received it, but this is not legally required.

A copy of your Hybrid Working Policy will be stored automatically in your Rocket Lawyer account ‘Dashboard’. You should also download and securely store a copy of your Policy for your records.

Whenever the Policy is amended, keep a copy of each version that has been in force, a record of when it was introduced, and a record of how and when each version was made available to staff members.

Make sure to follow all commitments and procedures set out in your Hybrid Working Policy. For example, review all hybrid working requests or opt-out requests fairly and in accordance with specified processes, and support staff members to take on hybrid working arrangements, as set out in the Policy.

Regularly review your Hybrid Working Policy (eg once per year) to make sure that the working model it outlines is still appropriate for your organisation and your staff members. Your review processes should involve consultation with staff members to ascertain how effective your working model is for them. 

If you make any changes to your Hybrid Working Policy, make sure to record these and to communicate them to your staff members.

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