Office workers who can work from home should do so from Monday, December 13. Those who cannot work from home should continue to work – for example, to access the equipment necessary for their role or when their role is to be played in person. In some cases, personal work will be required to continue the efficient and accessible delivery of certain public and private sector services. If you need to continue going to work, you should regularly perform lateral flow testing to manage your own risks and risks to others. The Office of the Information Commissioner has developed guidelines on the privacy aspects of working from home. You can ask your employer to let you work from home during the isolation or quarantine period. Your employer may or may not agree, depending on the type of work you do and your situation. If you are a permanent employee, you may be able to get paid leave. Information security and privacy are more difficult to manage when employees make calls and meetings at home with others within earshot or without the usual office systems to secure devices and documents.

However, the normal obligations to protect confidential information of employers and customers also apply when employees work from home. There are certain privacy rules that your employer must follow when monitoring you in the workplace, and these rules also apply if you work from home. For more information, see our Workplace Monitoring Document. In order to benefit from tax exemptions and reductions, there must be a formal work-from-home arrangement between the employer and the employee, which obliges the employee to work from home on a regular basis, so it is good to register it in writing. You have the right to disconnect from work outside of your normal working hours. This means that you have the right to disable work-related emails, calls or messages outside of normal working hours and not respond immediately. Similarly, you must respect the right of your colleagues to separate from their work. For more information on the Code of Conduct for the Right to Separation (pdf), see the WRC Handbook.

Employers` associations reacted with disappointment to the announcement, believing that the impact on the number of infections will be negligible (a position disputed by virologists). They fear that this teleworking requirement « will lead to a Kafkaesque registration system that will do nothing to combat the pandemic. » It is true that they need to act quickly to agree on the necessary lists and shifts and develop guidelines on the costs that employees may incur, but I hope that most of the hard work in this regard will have been done during the full lockdown at the beginning of the pandemic and can now be dusted off and reused. Employers should define employees` responsibilities in their duties policies (see below) and ensure that employees have adequate means to protect information. For example, employers must have confidence in the security of devices and software used by employees (p.B the security levels of video calling software and services). Special care should be taken when choosing a secure platform that meets your security requirements. The duty of care that employers owe to employees also applies to those who work from home. However, in these difficult times, it is unlikely that employers will be required to do things in the usual way. We`ve put together some general tips to help you take care of your health and well-being while working temporarily from home during the COVID-19 pandemic. Try: Employment is a central goal of our company with over 150 lawyers on our team. Our firm is the best named European law firm in the research conducted by Who`s Who Legal. We also received worldwide recognition from Who`s Who Legal, who named us « Law Firm of the Year for Work, Employment and Pensions » this year.

The Advisory Committee had decided that homework would be mandatory four days a week, from 20 November to 12 December. After that, at least until January 28, it will be three days a week. The idea behind mandatory teleworking is to reduce the number of contacts, not only in the workplace, but also on public transport. To enforce this measure, the government is putting in place an electronic registry in which businesses must indicate how many people work at each location and which of them cannot work from home due to the nature of their work or the need to maintain business continuity. There is already a similar mechanism in place to inform the National Social Security Service of employees who must come to work and those who can do the WFH. This mechanism will be used again in the coming weeks. You may be entitled to a payment from your employer or the government if you or a child in your care needs to self-isolate or quarantine at home. In Wales, employers are encouraged to let people work from home wherever possible. The guidelines state that employees should not be « encouraged or pressured to return to work » unless there is a clear business need.

Some places such as health and social services, schools and prisons have their own specific rules and guidelines for screening. .