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.
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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.
Kebijakan yang baik mencakup kelayakan, hari kerja di kantor yang diharapkan jika ada, jam kolaborasi inti, peralatan dan pengeluaran, keamanan data, serta bagaimana kinerja akan dinilai secara adil tanpa memandang lokasi. Dasarkan pada hasil, bukan kehadiran.
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.
Hak yang ada adalah untuk mengajukan permohonan dan agar permohonan tersebut dipertimbangkan dengan semestinya — bukan hak otomatis untuk bekerja dari jarak jauh. Bangun proses yang jelas dan terdokumentasi untuk menangani permohonan secara konsisten dan dalam batas waktu yang dipersyaratkan, serta catat alasan di balik keputusan.
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.
Kesehatan, keselamatan, dan perlindungan data di rumah
Kewajiban kepedulian pemberi kerja meluas hingga tempat kerja di rumah. Berikan panduan untuk menata stasiun kerja yang aman, pertimbangkan penilaian mandiri peralatan layar, dan jelaskan peralatan apa yang Anda sediakan. Kewajiban waktu kerja tetap berlaku, jadi pastikan bahwa pekerja jarak jauh dapat dan memang mengambil istirahat rest mereka.
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.
Menjaga hybrid tetap adil dan terhubung
Risiko budaya terbesar dari kerja hybrid adalah proximity bias — kecenderungan untuk lebih menyukai mereka yang hadir secara fisik. Lindungi diri dari hal ini dalam keputusan promosi, pengembangan, dan penghargaan, serta pastikan rekan kerja jarak jauh memiliki akses yang setara terhadap informasi dan kesempatan.
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.
