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.
基本ルールを定める
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.
良いポリシーは、対象者、出社が期待される日数がある場合はその頻度、コアとなる協働時間、備品と経費、データセキュリティ、そして勤務地にかかわらず成果をどのように公正に評価するかをカバーします。存在ではなく成果に基づいて据え置いてください。
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.
権利は、申請し、申請が適切に検討されることであって、リモート勤務の自動的な権利ではありません。申請を一貫して、かつ必要な期限内に処理するための明確で文書化された手続きを整備し、判断の理由を記録してください。
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.
自宅での健康、安全、データ保護
雇用主の安全配慮義務は自宅の作業場所にも及びます。安全な作業環境の整え方についてガイダンスを提供し、ディスプレイ機器の自己評価を検討し、どの機器を会社が支給するかを明確にしてください。労働時間に関する義務は引き続き適用されるため、リモートワーカーが rest 休憩を取れるようにし、実際に取っていることを確認してください。
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.
ハイブリッドを公平かつつながりのあるものに保つ
ハイブリッド勤務における最大の文化的リスクは、物理的にその場にいる人を優遇しがちな近接バイアスです。昇進、能力開発、表彰の決定においてこれを防ぎ、リモートの同僚が情報と機会に平等にアクセスできるようにしてください。
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.
