Working from home or hardly working? When WFH corner-cutting becomes misconduct

Working from home or hardly working? When WFH corner-cutting becomes misconduct!

This was the title that hooked my attention in my inbox after a return from the bank holiday weekend. 

This article is most interesting if a bit complicated. It's not a UK case but an Australian one, it would seem.

It does highlight that working from home, if permitted, should be that working from home. An employer has the obligation to provide work to the employee, and the employee has the obligation to do the work in the UK. I personally don't like the idea of having to monitor people and prefer trusting them to do the work. However, it shows that monitoring using balanced and multiple sources can support an employer's concerns. 

Check out the article: Working from home or hardly working? When WFH corner-cutting becomes misconduct | Employment Law Worldview

Consider a Hybrid and working-from-home policy. Make sure other policies you wish to rely on are up to date and legally compliant. Remember, a good HR consultant, such as DMGB People Solutions, or an in-house HR Professional can help organisations put high-quality documentation in place.