Have You Got Your Work-from-home Policy?

In a scenario, where work-from-home has become the new normal, it gets imperative for companies to build policies that facilitate seamless work and enhanced productivity. In the technology-enabled world of work, people are using laptops, smartphones, messaging apps, meeting apps, and of course the internet to perform their tasks and be connected with their team and organization virtually. Although working from home seems to be an easy thing, it’s not that easy and a lot of background work goes into it for an organization to enable its employees to work remotely. It is here that the need for a policy for work-from-home to be developed arises and companies need HR consultants who are adept at drafting such policies.

Why Work-from-home Policy?

An office is a place that promotes team spirit, collaboration and seamless productivity. However, when employees are working remotely, there is a scope for losing the emotional connection between team members and reducing productivity due to various factors. According to the top HR consulting services firm, to mitigate these drawbacks of remote working, it is essential to develop a ‘Work-from-Home Policy’ that addresses various concerns of employees, defines the expectations of the company, and sets appropriate channels and infrastructure to carry out the employees’ responsibilities effortlessly. With appropriate rules and regulations framed, employees can stay connected and be productive even while working from home.

What Is a Work-from-home Policy?

A work-from-home policy is a document that clearly defines the expectations of the company and responsibilities of the work-from-home employees along with the guidelines for eligibility to work from home and the processes and procedures for enhanced productivity. HR consultants opine that this policy ensures that work-from-home set-up is beneficial to both the employees and the company.

Key Elements of a Work-from-home Policy

  • Purpose: The foremost key element of a policy should be its purpose. Companies should clearly mention what they aim to achieve with this policy and letting their employees work from home. The importance and the purpose it is meant to serve should be well communicated to all the employees.
  • Scope: In the COVID-19 pandemic scenario, most of the employees prefer to work from home. However, for a company, it may not be feasible to permit all employees to work from home. Hence, the policy should clearly mention the positions that are eligible to work from home and the terms and conditions applicable to do so. HR consulting services professionals have listed out a few factors that need to be considered before defining the eligibility for the work-from-home opportunity.
    • Roles and responsibilities of the position:Companies have to assess if the roles and responsibilities of a position permit working from home and the responsibilities can be carried on without any disruptions from a remote location.
    • Technological requirements: Companies should evaluate the technological requirements to facilitate the work-from-home option and ensure that all security and privacy standards are being adhered to even while working from home. They should also check if the company possesses the needed communication channels and infrastructure to communicate timely with all remote employees.
    • Infrastructure and equipment: Companies must determine the kind of equipment or software that is a prerequisite to work from home. Once, it is determined, companies need to communicate clearly as to if the company will provide the equipment/software or the employees have to get it at their own expense.
    • Timings: The policy should define the attendance, working hours and other availability requirements/standards regarding presence in the office, meetings, etc. so that employees have a clear idea as to when they can work from home and when they need to report to the office.
  • Process: Per the HR consultant companies, the policy should mention in detail the process and procedures of application, verification, and permission to work from home.
  • Productivity: To address the major concern of productivity from the remote employees, the policy must clearly mention the company’s expectation regarding productivity and the procedures followed to measure the employees’ productivity. Companies should formulate ways to assess their remote workers in an unbiased manner.

If the thought of drafting policies is overwhelming or your resource crunch is impeding your way to the development of your organizational policies, do not hesitate to consult Accuprosys, the top HR consultant company in Hyderabad.

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