Matt Reymes-Cole

Employment Consultant Manager @Croner

[Matt Reymes-Cole @ColeReymes]

Worker can request to work abroad even if they are already working remotely. Check as existing agreement may already allow it. If agreed, likely UK law will still apply but employer should also act in accordance with local law abroad, and tax and data protection reqs #AskTheCIPD

[CIPD @CIPD]

#AskTheCIPD Q12 for @ColeReymes: Can workers request to work from abroad if they are already working remotely full time?

[Matt Reymes-Cole @ColeReymes]

Informal request in any format. Formal request has eligibility requirements, must then be made in writing and cover specific points. Employer can refuse, but if formal request then the legal permitted reasons must apply. Always act reasonably and avoid discrimination #AskTheCIPD

[CIPD @CIPD]

#AskTheCIPD Q6 for @ColeReymes: How should someone request FWAs and do employers have to approve them?

[Matt Reymes-Cole @ColeReymes]

@HR_Gem Worth checking employment contracts as may include provisions relating to cost. If not then the issue of cost may be one where agreement can be reached with the employee. Be aware of NMW implications for some employees. H&S responsibility ultimately for the employer #askthecipd

[Matt Reymes-Cole @ColeReymes]

Hybrid arrangement is likely to be long term so employer must ensure that the employee has a safe workspace, including the equipment to carry out their work. It may be possible for some equipment to be used at both locations, but need to ensure safety and security #AskTheCIPD

[CIPD @CIPD]

#AskTheCIPD Q4 for @ColeReymes: If a #HbridWorking approach is agreed, how do organisations work around the equipment employees will need at home as well as in the workplace?

[Matt Reymes-Cole @ColeReymes]

An employee can either request WFH on a formal or informal basis. Where formal the employer should deal with it in accordance with their own existing procedures ensuring they meet the ACAS code of practice. Either way, employer must act reasonably and not discriminate #AskTheCIPD

[CIPD @CIPD]

#AskTheIPD Q3 for @ColeReymes: How should HR handle requests to #WFH on a full time basis where employees did not have these arrangements pre-COVID and are not clinically vulnerable? Does this require a change of employment contracts?

[Matt Reymes-Cole @ColeReymes]

@jonnygiff @CIPD It's all about the underlying rationale behind the monitoring and the extent to which you do so.

[Matt Reymes-Cole @ColeReymes]

@CIPD @AitchAre1 Employers have an obligation to ensure that staff are working safely.

[Matt Reymes-Cole @ColeReymes]

@CIPD https://t.co/9ANdpCXhvJ

[Matt Reymes-Cole @ColeReymes]

@CIPD Unable to require employee to work from “anywhere” unless contract allows for it and any clause is exercised reasonably. If no contractual provision then would need specific agreement. Employer must comply with other legal obligations. eg H&S, Data Protection. #AskTheCIPD

[Matt Reymes-Cole @ColeReymes]

@CIPD @AitchAre1 Generally, where an employer decides to temporarily close an office then those employees that are unable to work from home will be entitled to be paid. This would be subject to any relevant provisions within the employment contract. #AskTheCIPD

[Matt Reymes-Cole @ColeReymes]

@CIPD Employer must ensure that the employee has appropriate equipment and environment to work safely, with appropriate health and safety risk assessments and guidance provided. Reimbursement for bills will be down to the contract or agreement to work from home. #AskTheCIPD

[Paul Holcroft @holcroft_paul]

An expansion to the #JobSupportScheme (JSS) will begin in November 2020. But it only applies to businesses who legally have to close down due to local or national restrictions.

Here is my thread, summarising what we know so far...