Teleworking - or working from home

Teleworking  is the growing trend for people to work away from the office using information technology. 

Teleworking means moving the work, not the worker. Phones, computers connected to the internet and other tools mean daily trips to a central office can be unnecessary. Teleworking can include working from home, a satellite office or in the field. Some people telework now and then, while for others it is a regular activity.

Employers of workers who work remotely still have a duty of care to these employers. While there may be benefits, according to research done by a business school in Nottingham, flexible working from home can create a whole new set of stressful problems. Teleworkers face increased pressure from family, feelings of guilt unless they work long hours, and disruption of normal home life, the study done by the Nottingham Business School shows. (Read more: BBC News)

The UK's Trade Union Congress, jointly with the (then) Department of Trade and Industry (DTI) and employer groups, produced a publication, Telework Guidance (pdf file) for employers and employees.   It is the first European framework agreement to be implemented in the UK through a consultative process. The guide covers a large number of matters: OHS, HR, training, allowances, personal support and information security. In the UK, from April 2004, parents of children under the age of six have had the right to request that their employer allows them to work flexibly - this includes the right to request working from home.

Meanwhile, news from Europe is that the number of people who are teleworking and working away from the place of work is on the increase, according to a new study from Eurofound's European Working Conditions Observatory (EWCO). About half of the working population in the EU works at their place of work all of the time, results from the recent Fourth European Working Conditions Survey (EWCS) show, and it concludes 'employees who work from home either predominantly or partly report a better work-life balance and, as a result, higher levels of job satisfaction.'
Eurofound Reports (Place of Work And Working Conditions) and Telework in the European Union.

The following factors need to be considered:

Workstation: Just like in the office, a home-based workstation must include an appropriate, quality desk and chair that is adjustable to suit the worker. The keyboard must be at the right height so that arms and wrists are in a neutral position. Lighting must also be sufficient, with minimal reflection or glare.

Scheduling: There is a tendency for teleworkers to not take breaks. Without the natural breaks of meeting with co-workers or walking to a printer, the teleworker tends to spend long periods in the same position, doing repetitive motions that may lead to musculoskeletal injuries.

Work environment: The work environment must be free of hazards such as poorly positioned cords or wires, or ungrounded or overheated electrical equipment.

Emergency measures: Emergency measures, such as evacuation, first aid facilities, and other measures as necessary must be in place for the safety of teleworkers.

Responsibilities: Even though the worker is working at home, it needs to be absolutely clear that the employer has responsibility for health and safety issues and worker's compensation. An employer representative must ensure the work environment is safe, and stay in touch with the worker. As for the worker, he or she must report accidents or injuries to their supervisor, just as workers at the worksite are required to do.  It is probably worthwhile to have these details in writing to avoid any confusion, especially in the event of a compensation claim. Also to include in the agreement: which parts of the home are considered "the workplace", and that the employer or a health and safety committee representative has the right to access this area of the home to conduct a health and safety inspection.

See also:

Last amended Nov 2014

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