Full-time home working contracts will be determined by the nature of the role, e.g. when the role requires people to work in specific locations throughout the country, and will not be agreed to on request.

 

Full-time Home Workers (FTHWs) will have a contractual agreement with the FSA to work from home, though that agreement is subject to the same right of the FSA to make reasonable changes to terms and conditions as all its other contracts of employment.

Expenses

FTHWs should refer to their Personal Statement of Terms & Conditions of Employment (and any subsequent variations) for details relating to Motor Insurance and Mileage expenses.

Reporting Procedures

FTHWs should agree with their line manager a procedure for maintaining regular contact. This will include agreeing when they can be contacted to ensure that work and personal lives are kept separate.

Attendance at FSA premises

Periodic visits to FSA premises will be necessary, e.g. for meetings and training events. A maximum of two visits per month will be reimbursed, in accordance with the Travel Expenses Policy. Employees should agree all travel to FSA premises in advance and obtain prior authorisation of expenses with their line manager. Any travel to FSA premises in addition to the two visits will not be reimbursed by the FSA.

Provision and use of equipment

Equipment

Equipment necessary to enable FTHWs to work at home will be agreed between the FTHW and the FSA, and the FSA will subsequently supply this equipment. Such equipment shall at all times remain the property of the FSA.

Mobile phones

The FSA will provide a mobile phone and will meet the cost of all business charges incurred. The mobile is for business purposes but employees may make occasional and reasonable personal use of it providing this use is in line with the policy on Using FSA Equipment, does not interfere with work performance or that of FSA systems, and that personal communications cannot be confused with FSA business communications.

Health and Safety

The FSA has a responsibility to ensure as far as it is reasonably practicable the health, safety and welfare of employees, wherever they work. Employees working at home have the same duties under the Health and Safety at Work Act 1974 as all other employees. They must take care of their own health and safety and that of anyone else who might be affected by their actions and must co-operate with the FSA on all health and safety matters.

The FSA is required to undertake a risk assessment of employees' activities and working environment when working on a full-time or regular basis at home. This will normally be undertaken via self-assessment forms completed by the employee (Display Screen Equipment (DSE) Self-Assessment Checklist (for Full-time and Regular Home Workers) & Home Worker's Risk Assessment Checklist), Copies of the completed self assessment forms should be sent to the home worker's Line Manager and the Health, Safety and Environment Adviser, with a copy retained by the employee. Employees must inform the FSA immediately of any changes or hazards to their working environment or equipment used.

The Display Screen Equipment (DSE) Self-Assessment Checklist (for Full-time and Regular Home Workers) will need to be completed on a yearly basis.

Employees must inform the FSA immediately of any changes or hazards to their working environment or equipment used.

Insurance & related matters

Equipment: The FSA will pay the insurance cover for all FSA equipment under its current policy which covers "all risks anywhere in the UK". Employees should ensure that their building/contents insurance is not invalidated by the use of the home as a place of work, or by the storage/use of FSA equipment.

Buildings and contents insurance: It is the responsibility of FTHWs to provide adequate home buildings and contents insurance. The FSA will not accept liability for damage caused to the home or its contents.

FTHWs should seek advice from the relevant agencies with regard to the effect of home working on their mortgage or tenancy agreement, and council tax/business rates.

The FSA will not accept any responsibility for a FTHW who suffers any detriment, loss or legal action as a result of not obtaining the necessary permissions from their insurer, mortgage lender, landlord or local authority.

Income tax relief

Employees who choose to work from home are not normally entitled to tax relief on additional outgoings. However, if there is a requirement from the FSA for the employee to work from home, there may be tax relief on a proportion of the costs for heating, lighting, travel expenses and on rent of a room used for business purposes. It is the responsibility of the home-worker to clarify their position with the Inland Revenue. Information is available on the HM Revenue & Customs website.