Health and Safety
There are likely to be increased challenges for managers in terms of spotting the signs of mental health-related issues and identifying/managing performance related issues, so a new management approach skills and style is likely to be required. Will there be some help/training for managers?
Yes, the existing management training programmes will be adjusted to take account of this new way of working. Maintaining regular contact with colleagues as they work remotely is key to being able to spot early signs of health or stress issues.
To what extent is a manager expected to assess an individual's home setup or circumstances in terms of suitability and risk assess?
It will be important for managers to reassure themselves that colleagues have an appropriate workstation and place to work at home. However, the responsibility for performing a DSE assessment sits with the employee who will be supported by the departmental DSE assessor in relation to any issues that the user can’t resolve. Managers should regularly enquire whether employees are experiencing any physical effects of working from home. Support on Desk Set-up while home working can be found here
Can I refuse a Dynamic Working request if I do not believe a colleague can establish a suitable home-based workstation?
Staff will need to perform their own DSE assessment of their home workstation. Any issues identified need to be addressed. The Departmental DSE assessor may be able to help with any issues that the staff member cannot resolve on their own. However, there may be instances where it is not possible for a home workstation to be set up that meets DSE requirements, for example, if the person doesn’t have room to install a suitable desk. In this case then the person will not be able to undertake Dynamic Working.
A member of my team has raised health concerns as a supporting argument for Dynamic Working, what should I do?
Dynamic Working and discussions regarding ill health should be kept separate. If there are health issues requiring adjustments to the workplace then managers should discuss these with the relevant HR Partner and with OH as appropriate.
How do we ensure that staff properly take a break (either in the evenings or when on leave) given the potential reduction in separation between home and work life that comes with Dynamic Working?
Managers will need to set expectations at the outset to help staff to feel able to maintain the boundary between working and home. This is a key message that needs to be maintained and it will be important for managers to role-model the behaviours required. Where a manager has concerns about an employee working excessive hours in this way, it’s important that this is raised this with the individual at the earliest opportunity. HR Partners are on hand to help.
What if some staff for health reasons prefer to only work online?
Requests for adjustments to working arrangements for health reasons are separate to any Dynamic Working arrangements and should be discussed with the HR Partner in the first instance.