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You can find a template of a ‘Right to Disconnect Policy’ (pdf) on page 11 of the WRC handbook. You should communicate this policy to all employees, unions and any other employee representatives. Consult your employees when developing this policy, and make sure they understand what their normal working hours are.Ĭheck that the policy factors in health and safety legislation, as well as your employees’ terms and conditions of employment. A duty to respect another person’s right to disconnect, for example by not routinely emailing or calling outside normal working hoursĪs an employer, you are encouraged to develop a ‘Right to Disconnect Policy’.A right not to be penalised for refusing to work outside normal hours.

A right not to have to routinely work outside normal working hours.Under the code, the right to disconnect has the following main elements:

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Developed by the WRC, the Code of Practice provides guidance on an employee’s right to disengage from work outside normal working hours. The Code of Practice on the Right to Disconnect (pdf) is effective since 1 April 2021 and applies to all employees, including people working from home. The right to disconnect from workĪs well as making sure your employee takes adequate breaks, you should also respect their right to disconnect from work outside of normal working hours.

You can also find advice on remote work-related stress and other aspects of working from home in the remote working section of the HSA website. There is an employer’s remote working checklist.

Ensure employees take adequate breaks – see our document on rest periods and breaks.Įven though you are working from home you should have the same access to training and promotion opportunities as comparable colleagues working in the office.

Have emergency contacts and procedures in place.

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You can find tips on how to manage work-related musculoskeletal health and other advice on ergonomics on the HSA website.Įmployers need to communicate regularly with employees and ensure that employees are taking adequate breaks.

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This includes things like safe access to the space, essential equipment, that the space is big enough and free of clutter, there is adequate lighting, ventilation and heat, and that electrical sockets, plugs and cords are in good condition. If you already have suitable equipment at home, it can be used temporarily.Įmployers must check that your temporary home workspace is suitable for the work. If your employer provides equipment, for example, a laptop, mouse, keyboard and headset it must be in good condition and suitable for the activity.

There is a pre-arranged means of contact.

For example, your employer should make sure that the applications and systems you need are installed on your computer

You have suitable equipment to do the work.

The work activity and the temporary workspace are suitable.

You are aware of any specific risks when working from home.

Your employer should check with you to ensure: You can get more information on sensitive risk groups. If employees have a disability, are young workers or are pregnant, employers need to ensure that the tasks and working conditions do not adversely affect their health.

Giving information, instruction, training and supervision about safety and health to employees.

Providing safe equipment including personal protective equipment, where necessary.

Assessing risks and implementing appropriate control measures.

Providing safe work that is planned, organised, and maintained.

Managing and conducting all work activities to ensure, as far as reasonably practicable, the safety, health and welfare of employees.

These duties include the employee’s workspace if employees work from home. New regulations are needed to commence the Act (to bring it into effect).Įmployers have specific duties to ensure the safety, health and welfare at work of all their employees. Your employer will have the right to end the remote working arrangement if it is having a substantial negative effect on their business.

Give you reasons if your request is refused.

Consider your needs and the business needs when deciding on your request (a code of practice will be published by the WRC).

Respond with a decision within 4 weeks (can be extended to 8 weeks if they are having problems deciding if your request is viable).

Once your employer receives your request, they must:

You submit the request at least 8 weeks before the date you intend to start the new arrangement.

You have 6 months’ continuous service with your employer.

Once commenced, all employees will have a legal right to request remote working if the following conditions are met: It has not yet commenced (or taken effect). The Work Life Balance and Miscellaneous Provisions Act 2023 was signed into law on 4 April 2023.