Guide • Compliance • 16 min read
Hybrid and remote work policy guide (incl. right to disconnect)
Design fair, compliant hybrid and remote policies for Irish, UK and EU teams, covering the right to disconnect and remote-work requests.
Establecer las reglas básicas
Hybrid and remote working are now permanent features of the European labour market rather than temporary arrangements. A clear written policy prevents confusion and inequity, sets expectations around where and when work happens, and protects both the organisation and its people. Vague, unwritten norms tend to favour the loudest and disadvantage those with caring responsibilities.
Una buena política cubre elegibilidad, días esperados en la oficina si los hay, horarios centrales de colaboración, equipo y gastos, seguridad de datos y cómo se evaluará el desempeño de manera justa sin importar la ubicación. Anclen esto en resultados y no en presencia.
The right to request remote work
In Ireland, employees have a statutory right to request remote working, and employers must consider such requests through a defined process with reasons for any refusal, under the Work Life Balance and Miscellaneous Provisions Act 2023. There is also a right to request flexible working for those with caring responsibilities. The UK likewise gives employees a statutory right to request flexible working from day one.
El derecho es a solicitar y a que la solicitud sea considerada adecuadamente; no es un derecho automático a trabajar de forma remota. Construyan un proceso claro y documentado para atender solicitudes de manera consistente y dentro de los plazos requeridos, y registren la justificación detrás de las decisiones.
The right to disconnect
Ireland has a Code of Practice on the Right to Disconnect, giving employees the right not to routinely work outside normal hours and not to be penalised for switching off. Several other EU countries have introduced similar measures, and the topic is increasingly on the European agenda. Remote work makes this especially important, because the boundary between home and office can dissolve entirely.
Practical measures include agreeing communication norms (for example, no expectation of after-hours replies), respecting time zones and working patterns, and leaders modelling healthy behaviour. A policy that says the right words but is contradicted by senior managers emailing at midnight will not be believed.
Salud, seguridad y protección de datos en casa
El deber de cuidado de una empleadora se extiende al lugar de trabajo en casa. Proporcionen orientación para montar una estación de trabajo segura, consideren una autoevaluación de equipo con pantalla y sean claras sobre qué equipo proporcionan. Las obligaciones de tiempo de trabajo siguen aplicando, así que asegúrense de que quienes trabajan a distancia puedan y sí tomen sus rest descansos.
Remote work also raises data-protection considerations under the GDPR: secure devices, encrypted connections, clear rules about handling personal and confidential data at home, and safe disposal of any printed material. Address these explicitly in the policy so employees know their obligations.
Mantener lo híbrido justo y conectado
El mayor riesgo cultural del trabajo híbrido es el sesgo de proximidad: la tendencia a favorecer a quienes están físicamente presentes. Protégense contra esto en las decisiones de promoción, desarrollo y reconocimiento, y asegúrense de que las colaboradoras remotas tengan igual acceso a la información y a las oportunidades.
Use your HRIS to administer the policy consistently: recording work locations, managing remote-work and flexible-working requests through a documented workflow, and tracking approvals. Consistency is what makes a hybrid policy feel fair and defensible.
