Keeping up to date
We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.
People Pulse – winter office migration?
One in four UK adults are planning to make do without heating this winter. With soaring energy costs and nearly 40% of employees in hybrid working routines, a migration back to the office this winter could be a cost-saving necessity for employees. Here are a few things you might want to consider.
No one-size-fits-all – everyone’s circumstances are different. Balancing rising energy bills with fluctuating forecourt fuel prices (amongst other outgoings) will be entirely individual. Encouraging employees to approach their manager with concerns means you’re in the best position to understand challenges and put plans in place where you can.
Flexible flexibility – employees might want to gauge the impact of rising winter costs when they start to bite in colder months. Taking a flexible approach to increasing office days (or increasing home working if commuting costs are a primary concern) enables agility and avoids employees potentially being left out in the cold.
Practical planning – if you’ve reduced office space after an increase in remote working, plan early for how you might need to accommodate an increased employee presence. Asking employees to communicate in advance when they plan to be in the office will help to manage any limited desk space.
Consider contracts – if your contracts set out the specifics of a hybrid or home working arrangement (two days in the office and three at home, for example), you’ll need to agree in writing any variation with the employee to enable them to increase or reduce their remote or office working.
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This update is accurate on the date it was sent (06 October 2022), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.