The employer will already have a Contract of Employment with each employee. However, in this home-based work scenario additional issues should be reviewed and agreed in writing by both parties.
Such issues commonly include:
- The fact that the arrangement is temporary if this is the case- as it is for many in the COVID-19 emergency
- Key contact points of the employee e.g. landline and/or mobile ‘phone number
- How work will be allocated and distributed
- Preferred method(s) of communication e.g. email, ‘phone
- Core hours during which the employee is expected to be available
- How team meetings will be organised
- How/when employees will submit progress reports to managers
- Procedures for reporting difficulties to managers – this is very important as home-based workers must report problems, of which managers may not be aware, quickly so as to avoid undue delays in completing assignments
- If applicable, the extent to which the employer will compensate the employee for costs arising out of the home working arrangement e.g. a contribution towards the cost of electricity used for work purposes.
N.B. The employer does not have to make such a contribution and it would be unusual to do so in a situation where home-based working is on a short term/temporary basis. Please see also information on e-work and tax here.
- How employees will take care of equipment supplied by the employer and how and to whom they will report any defects/damage relating to same
- How employees will report any accidents or injury arising from work activities
These are some of the issues which you may consider including in the e-working contract. Not all issues will apply in all scenarios and there may be issues specific to your business which you may to include in the home-based work agreement.
But this should be a good starting point. If you need any further advice or help, I’ll be happy to here from you. E-mail link here.