The Ultimate Hybrid Work Schedule Template

Consult Your Legal Team About Hybrid Work Laws

Even if there are no specific laws governing hybrid work in your country, you’ll still need to ask your legal team about employment laws in your location that apply to hybrid work too. Here’s a list of questions to keep in mind.

• Do I need to reimburse employees for both office and home equipment (desk, chair, laptop, headset, keyboard, mouse, internet, mobile phone), even if work from home is optional?
• Do I need to assess employees’ work-from-home set up to comply with laws like Health and Safety (Display Screen Equipment) Regulations, 1992, in the UK?
• Do I need to provide health insurance coverage to global remote employees?
• What kind of insurance policies should I invest in to safeguard my business from liabilities? Common options include employer’s liability insurance (EL) and portable equipment insurance.
• Are reimbursements for transportation payable and tax-deductible? Generally, commutes to the office are not reimbursable. However, for workers whose primary workplace is their home and who only travel to the office on occasion, commutes may be reimbursed and are tax-deductible.
• Do overtime laws (that require businesses to pay at least one-and-a-half times regular pay rates if employees work more than 40 hours in a week, for instance) apply to your business? If so, you’ll need to decide how you’ll manage time-tracking in a hybrid environment. Don’t forget to ask about salaried employees too, as they may be exempt from overtime pay.
• Is your company allowed to operate in territories where employees are based and working remotely? This applies mainly to remote-first companies with a global workforce.