Regular Home Working (RHW) applies when employees have an agreement with their line manager to work from home on a regular basis e.g. one day per week.

RHW may be appropriate when:

  • functions of the role can be carried out remotely and without disruption
  • clear outputs can be achieved and agreed in advance
  • there is adequate equipment in order for the employee to carry out their work
  • an employee's absence will not create problems for others

Consequently, home working requests are likely to be rejected if:

  • the arrangement will create an additional cost burden for the FSA
  • the arrangement would have a detrimental effect on the FSA’s ability to meet the demands of its internal and external “customers”
  • it is impracticable to recruit any additional employees required by the arrangement
  • the arrangement would have a detrimental impact on quality or performance of work
  • the arrangement cuts across any planned structural changes.

Home working will be permitted usually only to a maximum of 3 days per week or up to a maximum of 60 percent working time.

Arrangement process

Requests for RHW arrangements should be made in accordance with the FSA's Home Working Request policy. You will be required to make a request in writing by completing the application form on Connect+.

Applications will be systematically considered and will be approved at the line manager's discretion, taking into account the employee's circumstances and the needs of the organisation. Requests for regular home working will not be refused without the line manager giving, in writing, reasons for doing so.

Employees will be required to sign a Home Working Agreement before they can commence working from home.

Any RHW agreement will be subject to a six month trial period and will be reviewed at the end of that period.

Home working arrangements can be withdrawn at anytime if, in the opinion of the relevant line management, the effective and efficient operation of the team, department, and/or division is compromised, and/or:

  • the role changes
  • the ability of the wider FSA to fulfil its objectives is compromised
  • the performance of a home worker is unsatisfactory
  • the benefit is being abused

Withdrawal of a home working arrangement will be done in consultation with the employee and reasonable notice will be given, just as with any other proposed alteration to terms of employment.

Home working arrangements will not automatically transfer from one job to another, since different roles may not be equally suitable to being carried out in part remotely.

If your request is rejected, you should discuss the reasons behind the decision with your line manager in the first instance and you may be able to agree a suitable alternative arrangement. If this is not possible, then you are strongly urged to try and resolve the issue locally, perhaps by involving the relevant HoD or Director.

Reporting and out of Office procedures for those working at home

Employees working at home should be contactable during the agreed working day, unless specifically agreed in advance with their line manager.

Outlook

When working at home without access to FSA's systems, RHW's must clearly indicate their "Out of Office" contact details on their FSA Outlook before leaving the office.

Telephone

When working at home employees should divert their FSA extension number to a mobile or landline number. If this is not possible employees should check their FSA voicemail remotely at regular intervals by dialling 0207 066 6666 and following the instructions. A contact number must be provided to your line manager.

Attendance at the office

Employees who have a RHW arrangement may be required on occasions to attend the office e.g. a team Away day, urgent meeting or training course, on an agreed "home working" day. The employee will be expected to make arrangements to attend wherever possible. This does not entitle the employee to a replacement home working day.

Provision and use of equipment

Employees will need to determine in advance with their line manager that they have the necessary equipment at home to carry out the work agreed. Employees may be able to borrow/use a FSA laptop with VPN remote access if needed providing there is availability, but all other equipment required will be the responsibility of the employee.

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.

It is your responsibility to complete the above annual self-assessment process. If following an internal audit of completed returns it is found that you have not completed your return, your right to RHW may be revoked. You will not be able to begin home working unless you have completed and returned a satisfactory self assessment form.

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". RHWs 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 RHWs to provide adequate home buildings and contents insurance. The FSA will not accept liability for damage caused to the home or its contents.

Employees who work at home on a regular basis 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 an employee 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.