As hybrid work becomes the norm, employers and HR must make every effort to make sure that remote employees and in-office staff are treated equally.
1. Equal access to opportunities
Remote workers risk missing out on key updates, informal decisions, or visible projects. Make sure that everyone has equal access to training, meetings, promotions, and communication. Use hybrid or virtual options consistently and communicate widely.
2. Treat office-bound staff with other flexible working options
Some jobs can’t be done remotely, so smart employers will offer flexibility in other forms for those left in the office. Consider compressed hours, recognition schemes, in-office events and wellbeing support.
3. Be consistent
Make sure that policies are applied evenly.
The exception to this rule is if rejecting an application for home or hybrid working could be considered discriminatory. For example, a refusal without good business reason to a member of staff with caring responsibilities for children could give rise to a claim of indirect sex discrimination.
4. Inclusion and culture
Promote a unified culture through all-hands meetings, hybrid socials, and structured mentorship. Use tools and processes to integrate remote staff, so no one feels left out.
5. Use objective data to monitor equity
Track trends in promotions, pay, training, and engagement to identify any remote vs. office disparities. If there are differences between remote and office-based staff, address them immediately.
Further Reading
If you enjoyed this blog then perhaps you’d like to sign up to our monthly newsletter. We’ll keep you updated on what’s new in employment law.
The team at Hunter Law is here for you. We can handle your HR issues, finesse your policies, and keep you up-to-date on evolving legislation. Please get in touch with our legal team, we’d love to help.
