The remote working mode is ON from now on.

The remote working mode is ON from now on.

Remote working has now become commonplace around the globe because of implemented social distancing measures due to the current pandemic situation. In order to minimize the spread of infections, the UK Government convinces that everyone has to stay at home and go outside only for food, medicine, health or work reasons but only if there is no possibility of working from home. If you got out though, to stay 6 ft (2 metres) away from other people at all times. Use hands sanitizer and wash them first of all on return home. Seize meeting others, even friends or family. 

Here at ClaimOK we believe that things will get back to normal in a few months time however some employees may wish to continue working from home because of benefits remote working provides for them. The survey of a well known social media management company Buffer revealed that 99% of respondents around the world would want to work from home (at least occasionally) if they could. 

 

Despite some employers are sceptical as they think it’s all about goofing off, watching funny videos and playing games, remote working gives more than takes for both employers and employees. The main advantage of remote working, from the employees’ viewpoint, is flexibility because many people believe that not only does remote working eliminate commuting, which for most commuters is a total waste of time, but also allows being more focused and productive at home than in the office. If the working spot at home is well equipped and at the same time cosy this will facilitate an appropriate working environment for great achievements. 

We also believe that remote working not just helps to tackle the virus spread which will be defeated pretty soon but also increases efficiency so it is worth thinking about the work-at-home schedule. However, the rapid move towards remote work revealed the inequality among workers in different industries and companies so how to become more flexible after the improvement of the current situation? 

What employers and employees should know?

It is good to know that If employees have been working continuously with the same employer for 26 weeks, they have the legal right to apply for “Flexible working” but can only make one application a year.

What is “Flexible working”?

Flexible working is a way of working that is most convenient to employees’ working schedule. There are many types of flexible working: 

      • Working from home

Work from home or another location if required (subject to security matters)

      • Part time

Working part time allows the employee to work less than full-time hours (normally by working fewer days)

      • Flexi hours

Allow to change the times of work by choosing when to start and end work, but have work certain hours, for example, 10am to 4pm every day.

      • Compressed hours 

Working full-time hours but over fewer days, for example,  35 hours over a four-day week.

      • Staggered hours

Allow to have different start, finish and break times from other employees.

      • Phased retirement

The older employees can  gradually reduce their working hours as they approach retirement. 

How to apply for “Flexible working”?

1. First of all the employee should write to the employer either by post or email. The employers may request employees to complete a standard application form.

The application must contain:

          • The date but If this is not the first application, the letter should also include the declaration of when the previous application was made
          • A declaration that this is a statutory request
          • Details of how the employee would like to start such work and when 
          • An explanation of how they think flexible working might affect the business

2. The employer should consider the request and make a decision within 3 months but It may take longer If the employee is given his consent.

3. If the employer agrees to the request, the terms and conditions in the employee’s contract have to be changed accordingly. 

4. If the employer disagrees the reasons for the refusal should be given to the employee in writing. The employee may be able to file a complaint to an employment tribunal.

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