Note: Coronavirus guidance March 2020

This guidance should be read in conjunction with the supplementary guidance which can be found on the University's Coronavirus (Covid-19): advice and updates website.  New resources to support home working and wellbeing offer guidance for managers on managing a team remotely as well as guidance for individuals.



Working from home, away from the traditional office environment, usually supported by information and communication technologies can be a mutually beneficial arrangement.

A working from home arrangement may be requested by any member of staff, but is subject to the agreement of the department. Such an arrangement should be voluntary and, generally speaking, reversible at the department's or employee's request. It may be set up on a temporary or ongoing basis, and in either case it is advisable to set up a trial period.

Allowing staff to work from home has implications for management of staff, and there are likely to be practical arrangements and some contractual changes as well. There is some general guidance on working from home on this site, but departments should always take advice from their HR Business Partner.

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Those working from home have the same statutory rights as office-based employees.

  • They should have the same workload and performance standards as office-based employees and should receive the same information and news as comparable office-based colleagues
  • They should have the same access to training and career development opportunities as comparable office-based colleagues. Specific training needs may have to be catered for, for example self-management and IT skills training
  • They have the same collective rights as office-based colleagues, including access to employee representatives and participation in elections

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Teleworkers' letters of appointment may need to be modified in respect of:

  • Place of work
  • Working hours (departments may wish to consider allowing flexibility within set 'core' hours)
  • Expenses (policies may need to be altered to allow claims for expenses to attend meetings or to travel to the office for other reasons)
  • Home expenses (does the department intend to make contributions, for instance for a broadband connection and telephone bills?)

It might be useful to specify some of the issues outlined in this guidance in a schedule to the letter of appointment.

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Working from home should be voluntary and, generally speaking, reversible at the employer's or employee's request. It may be set up on a temporary or ongoing basis, and in either case it is advisable to set up a trial period. The procedure for terminating or modifying the arrangements should be agreed in advance.

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Employees should be aware that working from home, away from colleagues and the normal working environment may not suit everyone. Trial arrangements and termination agreements will ensure that an employee who is working from home can return to the normal office environment if their work suffers as a result of working from home, but departments may wish to consider the following questions when deciding whether or not an individual would be suited to teleworking:

  • Does the employee have the self-discipline to cope with home working?
  • Can they cope with being isolated during the working day?
  • Are they self-motivated enough to concentrate on the task/project/paper and deliver the objectives?
  • Are they able to separate home and work life successfully both physically (by having a study or home office) and emotionally (by being able to screen out domestic distractions)? Does the employee's home provide a proper and sensible place for working? It would not for example be acceptable for an employee to be caring for small children while working at home.
  • Are they good at time and work management?
  • Are they a good communicator who will stay in touch with the workplace?
  • How will the department monitor their procedures, paperwork, or projects and conduct their PDR?

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Where regular and frequent working at home is a requirement of a job it is reasonable that the employer should provide, install and maintain equipment, and pay for use of telephone lines.

The employer should ensure that data protection and security arrangements are in place, while the teleworker is obliged to take good care of the equipment and not use it unlawfully. However, where home working is not frequent and arrangements are made at the employee's request, they will save both travel time and costs and it is not unreasonable to expect that expense claims for minor costs will not normally be made.

Departments will need to consider each case individually, and should agree all matters concerning equipment, liability and costs before the arrangement starts.

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Generally the University's insurance policies will cover university equipment while it is being used for work in an employee's home. These arrangements are subject to excess charges in the event of theft or damage and departments are advised to check with the insurance section web pages before making such arrangements. Items of equipment must be kept safe and secure at all times.

The employee should check whether their home insurance covers working from home and the use of any personal equipment that will be used for work. Home-working employees are covered by the University's liability policies for accident or injury where it can be established that the University is legally liable for the damages arising from such accident or injury.

Where an employee who wishes to work from home lives, and will therefore work, overseas you must seek advice from the insurance section, the Payroll section, and HMRC regarding income tax.

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There are unique problems of data protection for home workers, for example data may be accessed or accidentally destroyed by family members. Departments must ensure that employees who are working from home are familiar with and comply with the University's data protection and information security policies.

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The employer's health and safety obligations (and the duties of employees) extend to those who work from home. If working at home is to be both regular and frequent then it may be advisable to make arrangements to risk-assess the workstation and follow the University Occupational Health Service’s guidelines. Employees who work from home should understand that they might need to give access to their home so that compliance with health and safety obligations can be ensured.

The incorrect use of computers can cause associated health problems such as musculoskeletal disorders, eye effects and fatigue or stress. The University has produced a web-based training programme to further explain these risks and asks that you complete this training, before conducting an assessment of your specific computer or display screen equipment.

For further information please go to the Safety Office website.

If home working is either occasional (for example a week to cover a dependent's recovery from illness) or regular but not frequent (say up to one day per week to alleviate travel difficulties) then this should not be necessary, although the employee should take breaks away from the workstation and be aware of any symptoms that might be caused by an inadequate workstation.

Specific care may have to be taken in relation to the health and safety of family members, neighbours and visitors to the employee’s home.

Employees who work from home are required to report to the employer all equipment faults which may be a health hazard. Further advice is available from the Safety Office policy UPS S8/09.

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Arrangements for attendance at the office and reporting to line managers should be set up and agreed. Employees who work from home should be contactable by phone or visit at their home within but only within the agreed working hours or at other agreed times. Departments might consider supplying a separate telephone line for business purposes which can be switched to record messages outside of working hours.

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Normal holiday and sick leave notification and recording arrangements must be followed and departments consider requiring the submission of timesheets.

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There are additional issues that need to be considered if individuals are going to be permanently based overseas, including tax and social security implications. Please read the guidance on overseas working and seek appropriate guidance before agreeing to this.

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Formal applications to work from home should be considered under the University's formal flexible working procedures.

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