ECJ EUROPEAN Cleaning Journal

From the UK, Lynn Webster tells us about a trend that takes the concept of WFH a step further.

In recent years there has been an increase in the desire to work from ‘home’. This has been driven by advancement in technology but even more so by the wish to have greater flexibility in lifestyle and the work-life balance. One of the biggest positives is the ability to create a personal schedule that allows allocating time for family, personal interests and other pursuits without being constrained by the traditional office environment.

There are some negative aspects which can reduce the opportunity for collaborative working - reducing that creative spark and innovation experience in the office and the challenges of retaining a strong company culture. Employers need to understand their responsibilities to ensure a smooth and efficient working environment for their employees, whether the team is fully remote or working in a hybrid model.

Remote working can lead to miscommunication and feelings of isolation therefore maintaining open lines of communication is crucial. Employers can establish regular check-ins, be it through video calls, emails or messaging platforms. It’s also essential for employers to set clear expectations regarding performance and accountability.

So, as we see the media reports of increasing examples of working from home actually manifesting itself as not WFH but WFB: working ‘on the beach’ do we look at this with incredulous envy? Or just suspicion of mismanagement? Examples have included the employee who has worked from Ibiza for the last four years, with other reports of lengthy stays in exotic locations. Some local authorities have even incorporated overseas working into official policy, allowing some staff to have a month per annum working from overseas destinations.

There are several other considerations for both employers and any employees thinking of taking this option:

• Immigration law: the right to work in the overseas country under their immigration laws, and if a visa is required to do so.

• Employment law: does the country’s labour laws apply to both or either employee or employer?

• Data protection: is there cover to protect employer’s data privacy policy?

• Employer liability: is there sufficient cover for the work carried out overseas under public liability insurance?

• Health and safety: legal responsibilities regarding personal and corporate health and safety need to be reviewed for change of workplace

• Medical insurance: private medical insurance cover whilst overseas

• Travel and home insurance: policy cover for extended stays outside the UK?

Those involved defend their approach, claiming it helps support retention of valued staff in a highly competitive recruitment market whereas there are others condemning the practice as horrifying that employers are giving employees permission to “work from their sunbeds”.

Working from home is right for some but it might not suit everyone. Many roles, especially in cleaning, facilities and hospitality cannot function in this way so have little choice.  Whatever the decision, ensuring a work-life balance and mental well-being remain a priority for us all. So, will I see you on the beach??!!