A model letter to confirm a move to permanent homeworking with an employee. Depending on the size and nature of your organisation, cost-saving measures to reduce the need for redundancies could include the closure of your work locations and move to permanent homeworking for some or all of your staff.
In Broadist v HM Prison Service, an employment tribunal found that the employer's refusal to allow a semi-retired dog handler to remain working on a part-time basis with an alternative dog, after his dog had died, amounted to indirect age discrimination.
Updated to cover the scenario where an employee has been working flexibly because of the coronavirus pandemic and is seeking to make this arrangement permanent.
Updated to cover the scenario where an employee has been working flexibly because of the coronavirus pandemic and is seeking to make this arrangement permanent.
Updated to cover the scenario where an employee has been working flexibly because of the coronavirus pandemic and is seeking to make this arrangement permanent.
Updated to cover the scenario where an employee has been working flexibly because of the coronavirus pandemic and is seeking to make this arrangement permanent.
Updated to cover the scenario where an employee has been working flexibly because of the coronavirus pandemic and is seeking to make this arrangement permanent.
Updated to cover the scenario where an employee has been working flexibly because of the coronavirus pandemic and is seeking to make this arrangement permanent.
Many organisations moved to large-scale homeworking overnight when coronavirus (COVID-19) lockdown arrangements were introduced. But as governments ease restrictions, some are now actively considering whether or not the arrangements could be made permanent.
A model form to enable a line manager to record a health and safety risk assessment with an employee who is working from home for all or some of their working week.