Libraries
760+ HR templates
Everything your business needs to stay compliant
Policies, contracts, letters, guidance and HR support tools for UK employers.
View full libraryPolicies, contracts, letters, guidance and HR support tools for UK employers.
View full libraryThis Hybrid Working Policy sets out how hybrid working operates within the organisation, including eligibility, workplace attendance, home working expectations, communication, performance, health and safety, data security and review arrangements. It provides a consistent framework while allowing individual arrangements to reflect the needs of different roles and teams.
Use this policy to:
If you are reviewing your flexible working arrangements, these flexible working policy templates give you a practical set of policies covering requests, consideration, decisions and review.
This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
1 Overview
1.1 [Company] recognises that hybrid working can provide flexibility for employees while supporting the operational and commercial needs of the organisation. Where appropriate, the organisation will consider hybrid working arrangements based on the requirements of the role, the needs of the team, business requirements and the individual circumstances of the employee.
1.2 This policy sets out the principles and expectations that apply when an employee works partly from the workplace and partly from home or another location approved by [Company].
1.3 This policy does not create an automatic entitlement to hybrid working. Individual working arrangements will depend on the circumstances of the role and the arrangement agreed with the employee.
1.4 This policy should be read alongside the Flexible Working Policy, Health and Safety Policy, Information Security Policy, Data Protection Policy and any other relevant organisational policies.
2 Scope
2.1 This policy applies to employees who have been approved to work on a hybrid basis. It may also be used as a framework when considering requests for home or hybrid working from employees who do not currently have such an arrangement.
2.2 Hybrid working may not be suitable for every role. Some roles may require regular or continuous attendance at the workplace because of operational, customer, equipment, supervision, confidentiality, security or other requirements.
2.3 The organisation will consider individual circumstances fairly and consistently and will not make assumptions about an employee's suitability for hybrid working based solely on personal circumstances.
3 General principles
3.1 What is hybrid working?
3.1.1 Hybrid working means an employee carries out their role partly from the normal workplace and partly from home or another location approved by [Company].
3.1.2 The precise balance between workplace and remote working will depend on the role, team and business requirements. There is no standard number of home-working days that applies to every employee.
3.1.3 Hybrid working may include arrangements such as:
3.2 Role suitability
3.2.1 Before agreeing hybrid working, [Company] will consider whether the role can be performed effectively away from the workplace.
3.2.2 Factors may include:
The organisation may determine that a
You've seen 20% of how the Hybrid working policy template is structured. Get the complete editable template instantly and customise it for your organisation.
This policy provides a practical framework for managing hybrid working consistently while recognising that different roles, teams and business requirements may require different working arrangements. It is designed to give employees clarity about what is expected when working away from the normal workplace and to help managers make sensible, consistent decisions.
Hybrid working involves an employee carrying out their role partly from the organisation's workplace and partly from home or another location approved by the organisation. The balance between workplace and remote working will depend on the role, business requirements, team arrangements and the employee's individual circumstances.
Not every role will be suitable for hybrid working. The organisation may consider the nature of the work, customer requirements, supervision, collaboration, equipment, confidentiality, health and safety and the practical requirements of the role when deciding whether hybrid working is appropriate.
Hybrid working does not reduce the normal expectations around performance, conduct, attendance or availability. Employees will be expected to maintain appropriate communication, meet objectives and attend the workplace when required. Managers should focus on outcomes and performance rather than simply whether an employee is physically present.
Employees working from home remain subject to the organisation's health and safety, data protection, confidentiality and information security requirements. Employees must use approved equipment and systems, protect confidential information and report any health, safety or security concerns promptly.
Hybrid working arrangements should be reviewed periodically to ensure that they continue to work for the employee, team and organisation. An arrangement may be amended or withdrawn where there is a genuine operational, performance, conduct, health and safety or other business reason for doing so, subject to any contractual rights and applicable legal requirements.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Hybrid working policy, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
This Hybrid Working Trial Period Announcement Letter provides a clear written record when an employee is invited to trial a hybrid working arrangement.
Use these best practice actions, recommended timescales and process stages to understand when and how the Hybrid working policy should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
No. There is no general legal right for every employee to work from home. However, employees have a statutory right to request flexible working from their first day of employment, and working from home or hybrid working can form part of such a request. The organisation should assess requests reasonably and based on the circumstances of the role and business.
Yes. An employee can discuss a proposed hybrid arrangement informally with their manager. The statutory flexible working procedure does not have to be used for every flexible working arrangement. However, a statutory request should be handled under the separate flexible working procedure and the Acas Code.
Yes, where the agreed arrangement allows for this and the requirement is reasonable. For example, an employee may need to attend an important meeting, training session, customer meeting or other event. The expectations should be made clear when the arrangement is agreed.
It may be possible to change or end an arrangement where business requirements, role requirements, performance, conduct, health and safety or other relevant circumstances change. The organisation should discuss significant changes with the employee and consider any contractual, statutory or equality implications before making the change.
No. Employers retain health and safety responsibilities for employees who work from home. The organisation should assess relevant risks and provide appropriate information, instruction, equipment and support. Employees must also follow health and safety requirements and report concerns.
HRDocBox templates provide a structured starting point designed specifically for UK employers, combining practical HR wording with relevant employment law, Acas guidance and workplace best practice. AI can help generate wording, but a professionally structured template provides a more consistent starting point for implementation, review and adaptation.
How this content is developed and reviewed
The Hybrid working policy template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing flexible working HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
Whether you employ 5 people or 50, hrdocbox gives you the structure, documents and expertise needed to manage employees professionally and legally.
Professionally written and fully compliant with UK employment law
Access a free contract template instantly - or save 10% on any document today.
Use this code at checkout for 10% off anything!
Includes instant download, updates, and full access to your HR templates.
