Definition
A flexible work arrangement where employees split their time between working from the employer's premises and working remotely, typically from home. The balance varies by organisation, with common models including two to three days in the office and the remainder remote.
UK Context
Hybrid working has become the dominant model in UK office-based roles following the pandemic. While there is no specific hybrid working legislation, the right to request flexible working from day one (April 2024) supports hybrid arrangements. Employers must still comply with health and safety, data protection, and working time obligations for hybrid workers.
Best Practices
- Develop a clear hybrid working policy setting out eligibility, core office days, and expectations for each work location
- Invest in technology and meeting room setups that support seamless collaboration between in-office and remote participants
- Ensure hybrid arrangements do not create a two-tier workforce where office-based employees receive more opportunities
Frequently Asked Questions
Can an employer require specific office days?
Yes, employers can set mandatory office attendance days as part of their hybrid working policy. Any changes to established working patterns should be managed through consultation, and requests for different arrangements should be considered under the right to request flexible working.
What health and safety obligations apply to hybrid workers?
Employers retain a duty of care for employees working from home. This includes conducting display screen equipment assessments, providing suitable equipment, managing stress risks, and ensuring working time limits are observed. The extent of the obligation depends on how regularly the employee works from home.