The Leading News & Information Service For The Facilities, Workplace & Built Environment Community

ACAS Shares Advice on Hybrid Working

ACAS Shares Advice on Hybrid Working
26 August 2021 | Updated 24 August 2021

ACAS has shared new advice for employers wanting to support hybrid working and execute it fairly.

The pandemic has shown us that not everyone is treated equally when it comes to working from home. One example of this relationship between hybrid working and gender. Statistics demonstrate that women have been negatively affected by the pandemic in terms of work progression – due to taking on the majority of childcare and household responsibilities.

According to the Office for National Statistics, during the first weeks of lockdown (28 March to 26 April 2020), in households with children aged under 18 years, women were carrying out on average two-thirds more of the childcare duties per day than men. Women were delivering an average of 3 hours and 18 minutes of childcare, which includes time spent supervising children, while men contributed 2 hours.

Whether you're considering or introducing hybrid working, or if it's already in place, you should make sure you treat staff fairly and equally, taking care to not exclude or discriminate.


Treating Staff Fairly in Hybrid Working


Wherever an employee is working, you should give them access to the same:


  • Work.
  • Support, including access to their representatives (for example, a recognised trade union).
  • Opportunities for training, development and promotion.


Line managers should communicate regularly with everyone they manage and an employee should not miss out on anything because of where they work.

For example, schedule meetings or use technology to make sure everyone can take part in conversations and activities. Do not give people better or worse jobs depending on where they work.


Direct and Indirect Discrimination 


Lawfully, you must not disadvantage an employee because of any protected characteristic– for example, age, sexual orientation or disability.

For example, an employer refuses a hybrid working request from a female employee because they think she'll be distracted by her children. They accept a similar request from a male employee who has children. This is "direct discrimination".

You must not implement a policy or practice which has a disproportionate impact on people with a protected characteristic. For example, an employer does not allow hybrid working for anyone in a particular role. This disadvantages an employee who is disabled and finds it difficult to travel to the workplace every day. Because the employer does not have a good business reason for this decision, this is "indirect discrimination".

If an employee is disabled, you must make reasonable adjustments when they are in the workplace and working remotely.


Are Pay Cuts For Choosing to Work From Home Full-Time Fair?


Recently, a senior minister told a national newspaper that civil servants who work remotely “aren't paying their commuting costs so they have had a de facto pay rise, so that is unfair on those who are going into work”. 

The General Secretary of the civil servant’s union, The FDA, rebuked this by telling GB News that remote work benefits both employers and employees: 

The CIPD recommends that, if employers want to revise pay, the lowest risk option is to commence a process of seeking agreement to the new terms and conditions. Alternatives include, for example, imposing a new pay structure for new starters perhaps phasing out things such as a London weighting.

Picture: a photograph of a person working from a standing desk 

Article written by Ella Tansley | Published 26 August 2021


Related Articles

Using Inclusive Language in the Workplace During Ramadan

With Ramadan approaching, D,E&I and Wellbeing Consultant Ash Ahmad shares her tips on how employers can support their Muslim employees and colleagues during the month...

 Read Full Article
The UK’s Most LGBTQ+ Inclusive Employers – What Practical Steps Do They Take?

This Pride Month, we are looking at what practical tips businesses can learn from the best-performing organisations from the UK Workplace Equality...

 Read Full Article
Rees-Mogg Urges Civil Servants to Make Use of London Office Space

Cabinet minister Jacob Rees-Mogg, in a letter to cabinet colleagues, is urging civil servants to reduce how much time they spend working from home. In a letter...

 Read Full Article
Leeds College of Building Announces First Female Principal & CEO 

Leeds College of Building (LCB) has announced Nikki Davis as the next Principal & CEO and the first woman to hold the post in the 60-year history of the...

 Read Full Article
We Still Need ‘Rallying Cry Events’ to Address Gender Imbalance, says ISS CEO

Liz Benison, CEO at ISS UK & Ireland, spoke about gender-balanced workplaces to mark International Women’s Day. Gender balance is one of the five pillars...

 Read Full Article
Spotlight Interview – Jenna Pollock

Jenna Pollock is Divisional Director at ABM, responsible for Scotland and Northern Ireland. Jenna has 16 years of experience in the FM industry,...

 Read Full Article
Why Do We Need International Women's Day?

ThisWeekinFM collates thoughts from women in our industry and key statistics to demonstrate why action towards equality for women is needed in the...

 Read Full Article
International Day of People with Disabilities – How Can FMs Get Involved?

On The UN International Day of People with Disabilities, how can FMs use their influence to promote the rights and wellbeing of persons with disabilities? More than...

 Read Full Article
It’s Now Illegal in Portugal for Your Boss To Text You After Work

We all have the right to disconnect from work – but the Portuguese government has gone a step further in ensuring this. Portugal's Socialist Party has...

 Read Full Article
Transgender Woman Engineer Suffers Discrimination at Jaguar Land Rover

A transgender woman has successfully brought claims against Jaguar Land Rover, saying she had suffered abuse and a lack of support whilst working as an engineer for the...

 Read Full Article