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.
设定基本规则
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.
一份好的政策应涵盖资格、预期的到办公室天数（如有）、核心协作时间、设备与费用、数据安全，以及如何在不考虑地点的情况下公平评估绩效。应以结果而非在场为锚点。
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.
权利是提出请求并让请求被 उचित 审慎考虑——这并不意味着自动获得远程工作的权利。要建立清晰、可记录的流程，以一致且在规定时限内处理请求，并记录决策背后的理由。
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.
居家健康、安全与数据保护
雇主的照护义务延伸到家庭工作场所。提供有关建立安全工作站的指导，考虑显示屏设备自评，并明确你提供哪些设备。工时义务仍然适用，因此要确保远程员工能够并且确实会休息他们的 rest。
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.
让混合办公保持公平与连接
混合办公最大的文化风险是接近偏见——倾向于偏爱 physically present 的人。要在晋升、发展和认可决定中防范这种偏见，并确保远程同事拥有平等获取信息和机会的权利。
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.
