The FSA's policy makes distinctions between employees who:

  • Work from home on an occasional basis e.g. one or two days a month - 'Occasional Home Working'.
  • Work from home on a regular basis e.g. one day per week – 'Regular Home
    Working    '.
  • Have a contractual agreement with the FSA to work from home – 'Full-time Home Working'. (Full-time home working contracts only apply to a small number of FSA employees and are determined by the nature of the role. )

Working hours

Employees' normal working hours will apply regardless of any home working arrangement.

It is expected that anyone working at home will work their normal daily pattern unless agreed with their line manager in advance.

Expenses

Expenses incurred as a result of Occasional and Regular Home Working outside the
FSA's Expenses Policy will have to be met by employees.

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

Health and Safety

The FSA has a responsibility for the health, safety and welfare of employees, wherever they work, as far as is reasonably practicable. 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 Workers 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 employees' 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 regular or full-time home working may be revoked. You will not be able to begin home working unless you have completed and returned a satisfactory self assessment form.

Sickness absence

All employees working at home must comply with the FSA's Sickness policy and ensure that they make personal contact with their line manager, or deputy, within 30 minutes of their normal start time if they are sick or unable to work.

It will not be appropriate for people to work at home as an alternative to taking sick leave if ill. It is important that people only work at home if they are genuinely fit for work.

Security and Confidentiality of data and equipment

Employees are responsible for ensuring the security of FSA property and information, documents and files within their possession and are required to comply with FSA policies and procedures, including those relating to records management and the security of information when working at home.

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

Full-time Home Workers and those working 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 does 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.

Monitoring and Review

Usage of this procedure, and the results of any applications made will be monitored and evaluated under the criteria of age, gender, ethnicity, disability, and reasons for application.