How employment lawyers help customise contracts for remote employees
Adapting to remote work is something firms everywhere have come to terms with, accepting its realities. Commuting has become obsolete for numerous individuals, with some entirely working from home while others adopt a hybrid model. Such changes present a new reality for employment contracts.
Traditional office contracts may not provide the best alternatives for remote positions. Opportunities of catering to different packages may be overlooked or neglected completely. Potential problems might even emerge down the track, which is why employment solicitors are so helpful.
Why remote work needs new contracts
A simple document reassures individuals about their job, the contract details the scope of work, schedules, remuneration, etc. However, remote work modifies some of those requirements. For instance, changes may have to be made to work location, supervision, equipment, and data security.
In-house employment lawyers focus on these particulars, updating contracts to capture all changes. Such variations do not come without effort, lawyers must attach far more strings than just drawing one line for “working from home.”
Key parts of a remote work contract
While many sections of contracts may remain intact, there are some specific ones where adjustments must be made. Listed below are examples of considerations when formulating policies for remote workers.
1. Location of Work
While such tasks might have seemed simple before, it’s no longer adequate to provide a single office location. Employees must be described as working from home, anywhere within Great Britain, or yes, even overseas. This is why lawyers are tasked with clarifying the boundaries of work locations.
2. Hours and Flexibility
Jobs with remote options tend to allow for more flexibility with working hours. Some workers might like to start work as early as possible, or finish work late. Having clear guidelines on hours, be it fixed, flexible, or output-based, is vital. Lawyers help formulate boundaries that enable both parties to understand what is reasonable.
3. Tools and Support
Remote work relies heavily on laptops, phones, and the internet. There should be an agreement stating who is responsible for providing these item equipment. What happens if items are damaged – who pays? In the case of loss, who is liable? Lawyers need to make sure all these questions are answered.
4. Safety at Home
Employers have health and safety responsibilities, even if the employee is working from home. Employment lawyers create policies and put head-turning terms, which may include requiring employees to verify their setup or permitting some sort of risk assessment where necessary.
5. Data and Privacy
Employees working remotely will likely have access to private emails or files. Without rules in place, this could easily lead to the capture of confidential documents. There must be well-defined clauses complying with data legislation. Employment lawyers are skilled at drafting such protective clauses for the company.
6. Expenses
New expenses may be incurred as a result of remote work, such as Internet connections, power, or furniture. There’s no consensus on these. Some organisations provide stipends while others do not. Regardless, lawyers make certain that the agreements are appropriate and clearly outlined.
7. Changes to Work Style
Some companies are inclined to have employees return to the office later than others. Some may introduce hybrid roles. Any contracts signed need to provide room for these types of adjustments. A good lawyer will draft strategies to balance rigidity with flexibility.
Protecting employers and workers alike
When issues arise, ambiguity within contracts exacerbates the situation. This is why legal assistance is so crucial. Defined terms prevent minor difficulties from escalating into significant issues.
In the UK, gordon turner employment lawyers provide tailored attention for every business. They analyse the headcount and job functions alongside the company objectives. Then they develop appropriate contracts.
It is not about parting the contracts in favor of one party. It is about equity. With a clear outline of the obligations and responsibilities, smoother workflow is attained.
Planning for long-term change
Remote work is more than a stopgap. Instead, it has become routine for a number of people. But as always, the law exists. There needs to be a change in the contracts. Employment lawyers keep companies proactive.
Changes can include setting up deadlines for annual reviews or technology refresh provisions. IR also tracks the evolution of employment legislation. In this way, they ensure that businesses are compliant and do not face penalties.
The danger of DIY contracts
Some firms slap “home-based” onto old contracts. Using outdated documents in this manner is dangerous. If terms are not carefully defined, ambiguity can lead to disputes. This may result in claims, wasted resources, or extensive legal proceedings.
A good lawyer dealing with employment contracts will ensure this risk is avoided. They adjust ambiguous clauses. They ensure the contract is tailored for the specific position. They verify compliance with UK legal requirements, and they assist you in reducing expenditure later by ‘doing it right’ now.
Going beyond the contract
Lawyers assist in formulating additional governance documents, such as remote working policies. These outline more specific instructions like logging hours, managing time off, and addressing equipment problems.
These policies supplement the contract. Collectively, they provide complete remote work legal provisions.
Make sure you get your contracts right
There is an increasing acceptance of remote work. However, previous templates and contracts are insufficient. Every organisation needs to ensure that its contracts reflect the reality of how their employees work.
Employment lawyers fill this gap. They add legal precision with appropriate language that offers calm and comfort. They ensure contracts have appropriate terms, are legally compliant, and are aligned with anticipated changes.
