Operated by: Nudge Education Ltd · Version: Sep 2025 · Owner: HR / People
Hybrid & Remote Working Policy
Policy Date: September 2025 Review Date: September 2027
1. Scope of Document
This policy is applicable to all staff where there is an option of remote or hybrid working.
2. Policy Statement
Nudge Education believes that employees are its most valuable asset and is committed to attracting and retaining the very best talent. It also appreciates that the UK workforce is becoming increasingly diverse and includes a high percentage of individuals whose interests and aspirations impact on their time.
The Organisation recognises the importance of helping its employees balance their work and home lives by offering flexible working arrangements where possible that enable them to balance their work commitments with other priorities. One such flexible working arrangement is hybrid working.
3. Definitions
‘Hybrid working’: is defined as a working arrangement where core office staff can conduct their duties both in the workplace and remotely, such as from home. Whilst working remotely, employees maintain the same contractual obligations, such as core working hours and standards of working.
The Organisation recognises that homeworking can be beneficial for individuals and, to this end, will seek to accommodate it wherever possible. However, it also recognises the benefits from a degree of on-site working that is difficult to replicate from home, such as direct interaction between colleagues and management.
Hybrid working is designed to offer the flexibility of homeworking whilst also maintaining the benefits associated with on-site working.
‘Regular hybrid working’: this is an agreement between the Organisation and the employee for a permanent combination of homeworking and attendance at the workplace, on a regular and ongoing basis.
Whatever the circumstances leading to a situation where employees are moved into, or recruited under, a hybrid working arrangement, this policy applies, and all employees must comply with the requirements set out below. Please note that this policy should not be taken as forming an employment contract and may be updated at any time.
4. Eligibility
The Organisation maintains discretion to offer homeworking to staff, either during their employment or before commencement of a new role. Overall, employees will be eligible to be permitted a form of hybrid working in the following circumstances:
- Where the employee’s role does not involve duties that require undertaking in person.
- Where their home environment is suitable.
- The employee’s role is part of the core office team or the employee is not located within a reasonable distance to an office base.
The Organisation will carefully assess the needs and requirements of a role before determining how the hybrid working relationship will work. It will only be permitted where the employee’s line manager is satisfied that the needs of the business can continue to be met while the employee works from home.
Hybrid working must be cost-effective and ensure that there is no significant increase in workload on colleagues. The work done by the employee must be capable of being done from home.
Homeworking may invalidate an employee’s home contents insurance policy. Employees are required to check the policy and ensure that it’s valid.
5. General Principle
Employees working from home are expected to carry out their duties with the same level of availability, professionalism, and focus as if they were in the workplace.
6. Office Attendance
All employees who are part of the core team and have agreed hybrid working arrangements in place are typically expected to adhere to the established office attendance requirements based on their proximity to the workplace. These expectations are in place to support a connected, collaborative, and high-performing working environment and are as follows: a. Employees living within 15 miles of an office are required to attend the office a minimum of three days per week. b. Employees living between 16-30 miles from an office are required to attend at least once per week. c. Employees residing more than 30 miles but less than 60 miles from an office should attend at least once per week, unless a specific exemption has been agreed. d. Employees who are based over 60 miles from an office are not expected to work hybrid, and are able to work remotely for their full contracted hours
While flexibility may be required for individual circumstances such as a reasonable adjustment these must be formally discussed with line managers and/or HR via the reasonable adjustments policy. Personal preference is not considered a valid reason for non-attendance.
For some core roles, such as team lead or managerial positions, there will be an expectation of office attendance regardless of the distance from home to office and such expectations will be clearly communicated and outlined.
7. Caring for Children While Working From Home
We understand that home and family life can intersect with working life. However, during agreed working hours, staff are expected to have appropriate arrangements in place for the care of any dependents to ensure they are fully available for work.
This means:
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Caring for children while working from home is not normally permitted during working hours.
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Staff must not be the sole carer for any child under the age of 12 during working hours, as children of this age typically require supervision, support, or immediate attention.
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In particular, children under the age of 8 require constant adult supervision, and it is not considered safe or appropriate to be solely responsible for their care while fulfilling work duties. To support both staff wellbeing and the safety of children, this guidance is based on CIPD best practice for hybrid working alongside NSPCC advice on appropriate levels of child supervision.
8. Exceptional Circumstances
We recognise that emergencies or short-term situations may arise. In such cases:
- Please inform your line manager as soon as possible.
- We will aim to take a compassionate and pragmatic approach while ensuring business needs are met.
9. Review and Discussion
If your circumstances change or you wish to explore flexible options around working and caring responsibilities, we encourage an open conversation with your line manager to explore what may be feasible.
10. Home Working Arrangements and Performance Review
Employees are expected to maintain the same standards of performance, conduct, and professionalism when working from home as they would in the workplace. The organisation supports hybrid working where appropriate and recognises the benefits of flexibility. However, if concerns arise regarding an employee’s performance, productivity, or ability to meet role expectations, this may prompt a review of their current home working arrangements. In such cases, a temporary or permanent adjustment to the hybrid working pattern may be considered to ensure the employee receives the appropriate support and supervision needed to improve and succeed in their role.
11. Maintaining contact whilst working at home
Employees should maintain regular contact with their line manager so that the Organisation can work towards early resolution of any issues that may arise. This applies to issues with Organisational equipment and also in relation to the ongoing suitability of the homeworking arrangement; pressures and stress occur equally to homeworkers as they do to those working at the Organisation’s offices and the Organisation encourages the early reporting of these issues so that practical steps can be considered and implemented to the mutual agreement of both the homeworker and the line manager.
12. Moving home
If employees move home, the hybrid working arrangement will be reassessed. If the Organisation considers that the house move would make, or has made, homeworking unsuitable, this may result in the homeworking period coming to an end.
13. Additional Costs of Working at Home
The costs of electricity, water, heating, telephone, broadband and other utilities will not be covered by the Organisation. These costs will remain the employee’s responsibility.
Employees must keep Organisational data and Organisational materials safe and secure at all times, ensuring reasonable precautions are being taken to maintain confidentiality in accordance with the data protection policy.
Employees may be eligible to claim tax relief from HMRC for some additional household costs incurred as a result of working from home. Further information and eligibility criteria can be found on the HMRC website.
14. Health and safety for homeworkers
The Organisation’s health and safety policy applies to homeworkers. Employees should refer to the separate health and safety policy for more details.
Whilst homeworking, employees are required to comply with a number of health and safety considerations in respect of the space utilised as their workplace in their home environment.
The organisation will issue a Self Assessment form for carrying out DSE (Display Screen Equipment) assessments in employees’ homes.
As all employees have the option to attend the office on their working days, where equipment and DSE-compliant setups are provided, homeworking remains a personal choice. Employees are responsible for ensuring their home setup is safe and suitable. General guidance may be shared, but the organisation will not assess or adjust home workstations.
15. Equipment
The Organisation supplies homeworkers with the necessary equipment relevant to their job role. The equipment remains the Organisation’s property.
Employees should take reasonable care of the Organisation equipment and only use it for Organisation business. IT and telephony equipment may only be used in accordance with the Organisation’s IT, telephony, data protection and monitoring policies.
Personal equipment that an employee uses for work purposes remains their responsibility and the Organisation is not liable for any loss, damage, repair or replacement of any personal equipment. If an item of equipment is deemed necessary for work, the employee should contact their line manager.
Homeworkers are required to use all equipment supplied by the Organisation safely and in accordance with best practice and manufacturer’s guidelines. Homeworkers will be responsible for any other electrical equipment used by them in their work activities and will continue to be responsible for the safety of electrical sockets and wiring in their home.
16. Working Hours and Availability
Employees are responsible for ensuring they complete their contracted working hours when working from home, in line with their agreed working pattern. They must remain fully contactable and responsive during these hours, using agreed communication channels such as phone, email, or messaging platforms. Employees are expected to work from their usual home working location as agreed with their Line Manager. Any changes to this arrangement - including working from a different address or adjusting working hours - must be discussed in advance, agreed upon, and confirmed by the Line Manager. This ensures continuity, compliance with health and safety requirements, and appropriate support can be maintained.
17. Rest Breaks
Employees are responsible for ensuring they take their rest breaks as defined in their contracts of employment.
18. Employee Conduct
All employees are expected to maintain high standards of professionalism, integrity, and accountability while working from home. The same expectations apply regarding confidentiality, safeguarding, data protection, and duty of care. Any misuse or abuse of the home working policy - including dishonesty about working hours or location, failure to remain contactable, working from an unapproved address, or negligence in relation to safeguarding or professional responsibilities - may be treated as misconduct. Such breaches will be addressed in accordance with the Organisation’s Disciplinary Policy and may result in formal disciplinary action, up to and including dismissal in cases of serious or gross misconduct.
19. Virtual Meeting Etiquette at home
To maintain professionalism and consistency across all virtual meetings (internal and external), colleagues are expected to adhere to the following standards:
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Professional Environment: Employees should ensure that they join meetings from a quiet and appropriate location, free from unnecessary background noise or distractions where possible.
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Backgrounds: Where video is required, employees should use either a neutral and tidy real background or an approved virtual background. Personal or inappropriate imagery should not be visible during meetings.
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Dress Code: Employees are expected to maintain the same standards of dress as they would in a professional office setting. Casual wear may be acceptable for internal team meetings, but client-facing meetings require smart-casual attire..
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Cameras and Audio: Cameras should generally remain switched on during meetings unless there is a valid reason (e.g., technical issues, safeguarding considerations). Microphones should be muted when not speaking.
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Punctuality and Preparedness: Employees should join meetings on time, prepared with the necessary materials, and ready to engage fully in the discussion.
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Respect and Conduct: The same standards of respectful communication and behaviour apply as in face-to-face meetings.
19. Termination of Homeworking
The Organisation reserves the right to terminate the homeworking arrangement at any time for any reason on reasonable notice.
Employees are required to be available during the core hours specified in their homeworking agreement.
If any issue arises that causes an employee to no longer meet the eligibility criteria at the outset of this policy, the Organisation will review the homeworking arrangement and may terminate it on reasonable notice.
The homeworking arrangements will be subject to regular review.
Employees working from home will be expected to attend meetings and other office-based events as and when required by their line manager.
Employees working from home are required to comply with Organisational policies, including holiday, performance targets, sickness, absence, etc.
Document control
| Field | Value |
|---|---|
| Version | Sep 2025 |
| Owner | HR / People |
| Status | live |
| Source file | 2. HR and Employee Relations/Hybrid and Remote Working Policy - Sep 2025.pdf |