If reimbursements are to be a higher level, these must be justified and detailed records kept by the employee, or they must be specially agreed with HMRC.
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You'll be able to name a dozen more just off the top of your head.
You should specify in your policy which roles in your business—if any—are not viable for working from home.
Once the home workplace passes the risk assessment, your employee has a responsibility to maintain those workplace conditions. When an employee has 26 weeks' continuous employment, and hasn't made a statutory request in twelve months, they have the right to request flexible working (such as working from home).
While you do have to acknowledge their request, and handle it in a reasonable manner, you don't have to accept it.
There's plenty to think about when drafting this policy.
For example, there are certain jobs where working from home simply isn't possible—such as bar or waiting staff, or front-of-house jobs in retail.
The team are committed to providing the same quality of service as you will find throughout the company.
They can offer the same independent advice and will endeavour to find you the most comprehensive holiday deals available from leading holiday companies, as well as offering you impartial advice.
By the end of the meeting, you should let them know the outcome of their request, and offer an appeal process if you've turned them down.
But, if you're a Bright HR customer, our Bright Advice team offers free employment law advice, to help you work out what's best for your business when you're making important decisions.