Whether it is the introduction of “Plan B” or a longer-term hybrid or homeworking arrangement, to work from home an employee will need the tools and resources to effectively carry out their role.
This may mean a computer/laptop, phone, desk, and chair, use of a phone and a reliable broadband connection.
There is no legal obligation on an employer to provide an employee with the necessary equipment needed to work from home.
Nevertheless, most employers will at least provide the basic IT equipment needed and some may also provide a budget for staff to buy other essential office equipment if the employee doesn’t have suitable facilities to work at home.
Providing essential equipment is important from an employee relations perspective so that employees feel looked after and valued.
Health and safety is also an important consideration, plus reasonable adjustments for disabled employees, as this remains a requirement whilst working from home.
It is important to check your business insurance to ensure that company equipment used in the employee’s home is covered.
If it’s not, ask the employee to check it’s covered under their own home insurance policy.
The killer question is usually around costs relating to broadband, heating, lighting, electricity, and personal phones.
You’re not legally required to reimburse employees for these costs, but you may choose to reimburse a percentage attributable to homeworking.
Stay in the know
We’ll keep you up to date with all the latest in employment law and HR. You can unsubscribe at any time.