Guidance for Line Managers and Staff

Click here for Remote Working Guidance.

This guide is intended to provide an overview of the health and safety aspects associated with remote working. Please note that this includes home working.

The Legal Position

The Health and Safety at Work etc. Act 1974 (HSWA) places a duty on the College as an employer to protect the health, safety and welfare of all its employees irrespective of where they may be working. This will include those working from home.

Definition of remote working

Remote working occurs when a member of staff has prior agreement with their line manager to undertake work at a desk or site that is not known as their primary place of work.

Remote working is a way of working “at a distance”, using information communications technology (ICT) that allows us to undertake work away from the employers’ premises. Remote workers can be based at home, occasionally work from home, or be mobile and connected from anywhere in the world.

The College has a flexible working policy: flexible working typically includes regular home-working, job-sharing, staggered hours, reducing hours or shift working.  Changes are usually permanent, but temporary changes may be agreed.

The nature of the remote working arrangement e.g. whether it is temporary, permanent, full-time etc should be agreed between an individual and their line manager with reference to the flexible working policy.  However, it is likely that for most cases, occasional work from home, rather than full-time working from home will be more beneficial and appropriate for certain staff.

Typical examples may include:

  • Where a special project requires completion and it is practicable to undertake this work away from College premises.
  • Where there are predicted transport difficulties.
  • Where a temporary difficulty needs to be overcome such as recuperation from an injury or illness or as part of a return to work programme. However, it should not be used where medical opinion states that the person is still considered unfit for work or where individuals would benefit from rest to recover from an acute illness/infection. 

Working from home may be considered a reasonable adjustment to support individuals with a disability or long-term condition which renders it difficult for them to travel to work. Specific guidance for managers can be found here.


First issued: April 2015 as "Home Working". Updated April 2020.