Hybrid Work Policy

[##insert full name of employer] ([insert employer short name]) is committed to providing a flexible work environment in accordance with this policy. We want to enable our staff to do their best work, regardless of where and when this occurs.

This policy's objectives are to provide guidance about the hybrid work options available at [insert employer short name] and set out the rights and responsibilities of staff and [insert employer short name] when working under a hybrid arrangement.

This policy applies to all permanent and casual staff [confirm or replace] of [insert employer short name]. [consider any further eligibility requirements – for example, do the employees need to have completed at least 12 months of continuous service? If the employees are casual do they need to be engaged on a regular and systematic basis?]

Working from home or another location [Please consider the hybrid arrangements your organisation can offer its employees and amend the below accordingly. We have set out some examples to assist you]

“Working from home or another location” is work performed at your residential address but may be at an alternative location other than the standard workplace address.

Generally, unless otherwise specified, [insert employer short name] requires full-time employees to attend the workplace for a minimum of [insert] days per week, and part-time and casual employees to attend the standard workplace for a minimum of [insert, e.g. 50% of their days/hours]. The reason for this requirement is [insert reason, e.g. “to maintain workplace culture” or “ensure collaboration occurs”].

All staff are required to attend the workplace on common office days, which are [insert days] (except where the common working day falls on a public holiday or a non-working day for part-time or casual staff).

The [insert nominated contact, e.g. supervisor/manager] will be responsible for managing the remaining workdays and requirements of their teams based on [insert reason, e.g. client and team needs].

Staff may be required to attend the workplace at short notice on additional days where the supervisor deems it necessary for reasons including:

• to accommodate business needs,
• to cover staff who are away,
• to attend meetings or training,

and/or

• to supervise staff.

Staff who wish to arrange different working arrangements are encouraged to speak to their [insert nominated contact, e.g. supervisor/manager] to discuss different working arrangements. Any different working arrangement will be considered on a case by case basis.

Hybrid working may not be available for all staff. For example, staff will not be able to work from home or at another location if their position requires workplace attendance to properly perform the inherent requirements of the position, for performance reasons or where staff do not have a suitable home working environment and are not able to work at another suitable location.

‘Everyday flexibility’ refers to the informal flexible work arrangements that people sometimes require as temporary or one-off arrangements to suit a particular individual, client or business need. For example, you may:

• work from home for a day to care for someone who is sick or on a curriculum day (in circumstances where work can still be adequately performed);
• start and finish work earlier or later one day so you can attend a medical or other appointment; or
• work non-standard hours for a week (e.g. 12 pm to 8 pm) to meet the needs of an internal project or when working for a client who has non-standard business hours.

The purpose of ‘Everyday flexibility’ is to help you manage unexpected events that can happen, such as if you need a tradesperson to attend your home or there is an important delivery expected.

To access ‘Everyday flexibility’ please notify [insert nominated contact, e.g. your supervisor/manager] for approval. It is your responsibility to make sure arrangements are in place with your team, so they know of your whereabouts and how to contact you.

Responsibilities of [insert employer name]:

[insert employer short name] will endeavour to ensure that staff working in a hybrid arrangement are effectively managed and supported and have their performance assessed equitably.

[insert employer short name] will endeavour to communicate fully and appropriately with people who work under hybrid arrangements so that they remain engaged and committed participants in [insert employer short name]'s business.

Your responsibilities:

Staff who work under hybrid arrangements have the same responsibilities as other staff to meet agreed deadlines, maintain work standards and comply with all [insert employer short name]’s workplace policies as in place.

You will at all times need to:

• ensure appropriate communication in the workplace and establish attendance requirements with your manager [confirm or replace with appropriate terminology for employer];
• work with your team to establish practical ground rules for contacting you on days/times when you’re not in the workplace;
• arrange to have emails and voicemail monitored and to inform clients/customers/other staff of alternative contacts;
• ensure all [insert employer short name] equipment used off-site is kept secure and in good condition;
• ensure that all confidential information is stored securely and is not disclosed for any unauthorised purpose; and
• ensure that your work environment is safe and take reasonable care for your own health and safety.

Staff will be provided with [insert equipment, e.g. laptop, chair] to use in the workplace and in remote locations.

This policy will be reviewed from time to time or as legislation is amended, in light of current good practice and applicable regulatory advice.

[Signature of CEO] [Name of CEO] [Date]