Flexible Working and the Law

Employment - Flexible Working and the Law

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Flexible working is transforming the world of work and the Uk Government has announced that in April 2009, it plans to increase the right to invite flexible working to parents of all children up to 16. This means that millions more employees will soon be flexible working and the days of working 9-5 in the office will be a distant memory for many.

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Employment

But many employers are unsure about their legal responsibilities in this new world of flexible working.

The straightforward reply is that they are exactly the same - even if your worker is now teleworking from a garden office at their home or from a WiFi hotspot whilst they are working on the move.

The company has beyond doubt the same duty of care to the worker whether they are working on the company's premises or teleworking from a remote location. This includes if they are working at a home office, a garden office or at an Internet café somewhere on the M5.

It is news to many employers that all condition & safety menagerial (Hse) workplace legislation includes workplaces in the home and that they will need to think afresh about their procedures, in order to fully embrace flexible working within their company and minimize risk.

Risk assessments should still be carried out for example on all display screen tool that your worker is using. What's more, if your company has a course of Pat (Portable Appliance Testing) electrical equipment, then tool used in a home office should be tested as well. And any procedures your company may have for accident reporting and so on should still apply when your employees are flexible working or teleworking.

In fact, it is worth knowing that every single one of your legal responsibilities in the workplace are carried into a flexible working environment, along with condition & Safety, Data safety and Discrimination.

Overall, there are many advantages of flexible working and it represents a huge opening for businesses, addition productivity and enhancing work life balance for employees. However, as with all change, it demands new mental and a fresh approach, which can be challenging.

One of the challenges is rethinking the way that the law now applies to your company and redefining the place of work to consist of remote locations.

A very good beginning point is to ask your worker to faultless a self- estimate checklist of the places where they will be flexible working coarse sense and care will help avoid most potential pitfalls and a lawyer should be consulted for advice on any areas that remain unclear. One of the biggest dangers facing those flexible working at remote locations is the straightforward and inescapable danger of trailing leads and wires.

Apart from condition and Safety, the other main area where employers are often concerned is how flexible working will affect the tax or assurance situation.

In fact, there are commonly no tax implications for employees who are remote working or working from a home office. If the worker is given tool to work flexibly, possibly a laptop for example, and this is also put to personal use this could incur a benefit in kind tax liability, so that is something to watch out for.

Importantly, employees who work from home should all the time post their home insurer, especially if there is further significant tool now kept in the house.

There can be significant tax implications if an worker working from a home office starts to claim things like a proportion of council tax, rates and décor for the home office. This could then make the worker come to be liable for capital gains tax when the property is sold - a situation they will beyond doubt want to avoid!

Finally, employers often wonder if they need to contribute a new compact of employment if their worker is now flexible working.

In a nutshell, the reply is 'No'. Provided the existing compact is legal, the manager can contribute a ' Flexible working agreement' covering matters like the extent of flexible working the agreed ways in which an worker will be contactable when flexible working whether or not the flexible working arrangements are for a minuscule trial duration and so on.

By getting up to speed with the legal and tax implications of flexible working and taking heed of a few straightforward guidelines, businesses can step confidently into the brave new world of flexible working enjoying addition productivity and improved staff retention as a result.

I hope you get new knowledge about Employment. Where you may put to use in your daily life. And most of all, your reaction is passed about Employment.

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