Civil servants will not have an automatic entitlement to blended working and those approved for spending part of their working week at home can have that entitlement removed, according to a new policy document.
The ability of each section of the Civil Service to meet its business needs will be the “foremost consideration” when implementing “tailored” strategies on blended working, according to the Blended Working Policy Framework for Civil Service Organisations, published on Thursday.
There are about 45,000 civil servants and the Programme for Government commits to moving at least 20 per cent of them to remote/home working.
The shift to blended working is seen as an opportunity to open the Civil Service to a wider talent pool, to lower carbon emissions by reducing the numbers commuting to work, and to dovetail with other policies such as those on rural development.
Minister for Public Expenditure and Reform Michael McGrath said the measures would also allow for “more affordable housing choices” and potentially reduce the cost of office space for the Civil Service.
However, the policy document makes it clear that while blended working is mutually advantageous for employers and employees, “access to blended working will not be an automatic entitlement”.
Employees will not be able to maintain a blended working arrangement where, following review, the role or person is no longer deemed suitable to blended working.
Outside the State
No civil servant will be allowed work from outside the State, save in cases where the employee resides in Northern Ireland, or is working for the diplomatic service or similar, the document says.
Workers who reside in Northern Ireland could see themselves facing potential double taxation, it warns.
The fact that someone is already working from home will not give them an automatic entitlement to blended working, and rotation of those on blended working may be required to be fair to all.
Those who make a blended working application will have to identify a single designated work station and must agree to a risk assessment. Those working from home should, where practicable, be provided with such items as laptops, keyboards, monitors or mobile phones, according to the policy document.
Employees who have been approved for home working will be advised to notify their providers of home insurance.
Blended working should not be used as a substitute for annual leave or sick leave, according to the document. “While blended working may have benefits for persons with caring responsibilities, any caring responsibilities must take place outside of working time.”
The policy document states some employees have struggled with isolation, stress and the merging of work-life boundaries. “Effective communication, engagement and performance management are essential.”
