Trial period – consider allowing the homeworking for a trial period, and include this in the contract, so you can assess whether or not the arrangement will work in the longer term.
It is also worth including the right to require the employee to revert to office-based working.
Will they be required to account for their time and if so, how?
Salary and benefits – you should take care that homeworkers are not treated less favourably on grounds of any protected characteristic.
This means that employers must conduct risk assessments of all the work activities carried out by employees, including those working from home.
Whilst most homeworkers will be doing low risk, desk-based jobs, you should ensure appropriate risk assessments are conducted both at the start of the homeworking arrangement and periodically thereafter.
Employers are required to protect the health, safety and welfare of homeworkers who are employees.
If you employ homeworkers you should carry out a risk assessment of the work activities and take appropriate measures to reduce any associated risks.
Particular changes to the contract to consider include the following: Place of work – if the employee will be predominantly working from home, the normal place of work will be the employee’s home, although the contract should also include a provision that the employee can be required to attend the office as necessary.
There should also be a provision for what happens if the employee moves house – particularly if the move is further away from the office which may have financial implications for the employer (see “expenses” below).