Whilst some employees love office life, others have become comfortable working from
home.
Advantages include saving travel time and costs.
Disadvantages include personal distractions and a lack of interaction and development.
The simple answer is that you can tell employees that they are required to return to the
office. However, this may lead to flexible working requests. It may also have discrimination
implications – for example, if an employee is disabled or has caring responsibilities.
The best advice is to build your case. It maybe to ensure quality of work, supervision,
training etc. In most cases a sensible, pragmatic approach is best. Acknowledge that ‘one
size does not fit all’ and consider individual cases on their own facts.
Keep in mind your goal of getting the best from your employees wherever they work.
I am a qualified employment law solicitor with over 25 years' experience working for the most part with employers. All businesses are vulnerable to tribunal claims from employees. My firm…
