Working from home

Working from home, either occasionally or on a more permanent basis, is becoming an increasingly popular option with employers and employees.

Working from home can make a valuable contribution to workplace travel planning by helping to reduce car journeys and the need for business travel.  More home working can result in freeing up office space and increasing productivity.  An employee can benefit from reclaiming the time normally spent travelling, as well as greater flexibility and a better work life balance.

Homeworking involves “working from or at home for a proportion (up to 100%) of the employee’s normal working week.”

Such working can follow an agreed pattern, or be a way of responding to a particular need, e.g. to facilitate report writing. Any homeworking proposed must meet the needs of the service as well as the individual.

Working at home doesn’t mean working in isolation away from office-based colleagues. Efficient use of technology can ensure contact is maintained in an effective way, for example using email,  instant messaging, telephone and conference facilities.

Although home working will not be appropriate for all jobs or roles, where it is appropriate it has the potential to make a significant contribution towards a reduction in car travel.  A 10% reduction in people driving to and from the Civic Centre would make a noticable difference to local on-street parking and peak time congestion. 10% of staff would not need to give up driving to and from work every day – even if this number worked from home occasionally (1 or 2 days per week), it would result in an appreciable improvement.

To find more information on the criteria used to consider a request to work from home and the full Homeworking Policy, please see the Human Resources pages on the Intranet. Select:

Employee Information > Human Resources > Sickness, Leave and Work Life Balance >
Work Life Balance > Home Working Policy (6th on the list)