After a brief reprieve, late September saw many of us return to exclusive home working as infection rates began to rise.  And with remote working looking as if it is here to stay for the foreseeable future or in some cases – indefinitely - it seems that many SMEs are unsure of their responsibilities.

Here we look to answer some of the more frequently asked questions about how best to support your team and what you are obligated to provide to homeworkers.

What equipment do I have to provide?

Whilst it is not strictly mandatory to provide IT equipment to enable your employee to work from home, it is customary and advisable. By providing equipment, you have greater control over security, data and licences. Where businesses are unable to provide equipment for all employees and where furlough is not an option, careful and sensitive considerations to using home equipment can be made. If an employer opts to supply IT equipment, they must satisfy themselves that all equipment meets EU and UK legislation in regard to electrical safety. Following the installation of equipment, the responsibility of the employee to report any issues.  

With regard to furniture, there is no legal requirement for an employer to provide desks or chairs – although it might be a consideration in order to avoid any injuries brought about by someone being hunched over an unsuitable surface. A good approach is to speak to your employee and offer advice regarding best posture and the benefits of taking regular breaks and stretching. If you can supply a more ergonomic solution, this should be explored.

Do I need to supply the homeworker with a first aid kit?

Yes, an employer is legally bound to provide first aid supplies to all employees and homeworkers – depending on the work activity and any risks involved.

Does an employer need to reimburse electricity and broadband costs?

No, but many do. Homeworkers can apply for up to £6 per week (without tax implications) to cover additional expenses – heating, phone line, etc.

Can I enquire about childcare arrangements if I have a remote worker at home?

This is a tricky one; Yes, although caution is advised. For example, you can ask what arrangements are in place, but you need to be sure that this question is asked to both male and female employees. Also, the question must be posed in order to satisfy the employer that adequate care is in place in order to allow the home worker to focus on their job.  If you and the employee identify that there is not sufficient childcare in place, consider a short-term flexible working solution until something more adequate is in place.

For many UK companies, remote working is an unfamiliar area and many of us are finding our way around this. It is important that businesses demonstrate understanding and forbearance – remaining mindful that many UK workers are adjusting as best they can in very unsettling times.

This article is taken from a fuller article from Primed who provide advice on employment and HR. For more information, visit https://www.primed.co.uk

identecoHR is an online portal that enables business owners to manage all aspects of HR and access comprehensive legislation changes relating to Covid-1 and furlough management. For more info, click here.