Working from home guide

Employers are not obliged to conduct an investigation of each employee’s home. However, they are still obliged to determine whether an employee’s temporary home workspace is suitable for the work the employee is required to do. This can done by asking the employee to provide information about their home workspace. Examples of such questions include the following:

  • Do you have a suitable space to work from temporarily?

  • Can you access the workspace easily and safely?

  • Is there adequate light, ventilation and heat to allow you to work comfortably?

  • Is there enough space to allow you to work without twisting, bending or sitting/standing awkwardly?

  • Is there enough workspace to accommodate the equipment or other materials needed for the activity?

  • Is the floor clear and dry, e.g., kept clear of electrical cables or anything else you could trip over / slip on?

  • Is the workspace free of clutter?

  • Are electrical sockets, plugs and cords in good condition e.g. no charring, exposed wiring or frayed cables?

This list is by no means exhaustive. An Employer can ask other questions that they believe to be relevant having regard to the nature of the work done by the employee. Employees’ responses to these questions should be recorded. If an employee answers “no” to any questions, then the employer should take immediate action to establish what risk may exist and how it can be addressed.

Employers should conduct a risk assessment for any employee who answers ‘no’ to the questions above, or who fall into the “sensitive risk group”, that is if the employee is:

  • pregnant;

  • a night worker;

  • a shift worker;

  • a young worker (under 18); or

  • a worker with a disability.

In the case of such “sensitive risk groups” the employer should consider the following in relation to the employee’s work and workspace. Does the employee have:

  • safe access to the workspace;

  • the equipment necessary to complete the work;

  • sufficient workspace;

  • adequate lighting, heat and ventilation to allow comfortable working;

  • adequate breaks;

  • regular contact with his or her employer;

  • emergency contacts and procedures.

Working from home can result in employees feeling isolated, working longer hours and blurring the lines between work and family life. It is important that employees know they have support at all times during working hours. Employers should consider the following:

  • ensuring all contact details for employees are on file and agree means of contact

  • arranging regular updates via phone, web or email with each employee

  • providing employees with emergency contact numbers

  • arranging IT support in the event of technical problems where relevant

  • providing employees with information detailing when it is important for them to contact their employer

  • making sure work is organised in such a way that the employee takes regular breaks and can separate his/her work life and daily life

  • providing employees with regular feedback on their work

  • encouraging employees to maintain contact with colleagues

Downloads

Working at Home Policy
COVID-19 Risk Assessment Form
Employee Risk Assessment Form