As vaccine programmes roll out and Covid rates gradually reduce, a debate is raging regarding the potential return to office life. Should remote working continue indefinitely? Is the traditional workplace gone for good?
Even if you’re someone who secretly wishes their business could return to pre-pandemic normality, you’re probably going to have to compromise. Candidates now expect more flexible work arrangements, so stubbornly clinging to the office of old could mean you lose out on top talent.
Instead of trying to enforce a full return to work, many businesses are considering offering a hybrid working arrangement.
This blend of in-office and remote work might just be the best of both worlds, but there are some issues to consider before implementing hybrid working if you want to make this setup successful in your organisation.
1. Changes to employees’ contracts
When you agree to a hybrid working arrangement, it’s important that you clearly define what this means. Ambiguity is to be avoided, as this creates space for future conflict.
Employees should be made aware of when they’ll be expected to attend the office, and their contracts should ideally reflect these terms and conditions. It’s up to you whether you decide to offer hybrid working arrangements on a formal or informal basis.
However, you should make sure that employees and managers understand the differences and the implications of both. For example, potential issues with capacity, redundant office space or differences between remote and office-based colleagues.
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