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Home Working Last modified: April 29, 2026

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What is Home Working?

Home working (also known as working from home or remote working) refers to a working arrangement where an employee carries out their role from their home, rather than a traditional office or workplace.

It is a form of flexible working and can be:

  • Full-time – the employee works entirely from home
  • Hybrid – the employee splits their time between home and the workplace
  • Occasional – the employee works from home on an ad hoc basis

Home working has become increasingly common in the UK, particularly following the COVID-19 pandemic, and is now a standard option for many roles.

Essential Home Working responsibilities for employers

  • What does Home Working mean in HR and Health & Safety?

    In the UK, home working has grown significantly, with many organisations adopting hybrid working models. Employers must consider both HR and health & safety obligations, including:

    • Employment law – updating contracts, policies, and flexible working arrangements.
    • Health & Safety – under the Health and Safety at Work etc. Act 1974, employers remain responsible for the health, safety, and welfare of home workers.
    • Risk assessments – ensuring home environments are safe (ergonomic workstations, electrical safety, manual handling and fire safety).

  • Why does Home Working matter for your business?

    Home working has become a core part of how many businesses operate.

    However, if handled poorly, it can introduce a range of risks.

    Poorly managed home working can lead to:

    • Legal risks, including breaches of employment or health and safety law.
    • Injury and reduced productivity if staff lack clear processes or suitable equipment.
    • Employee wellbeing issues, such as isolation, stress, or poor work-life balance.

    When managed effectively, it can support productivity, employee satisfaction, and business growth.

  • Employer responsibilities

    Employers still have a duty of care when employees work from home. This includes:

    • Carrying out risk assessments (e.g. DSE assessments)
    • Providing appropriate equipment and support
    • Ensuring employees’ wellbeing and mental health are monitored
    • Setting clear expectations around working hours and availability

    Employers must take a proactive approach to health and safety, communication, and wellbeing to create a safe and productive working environment.

    Getting this right not only supports compliance but also helps build trust, engagement, and long-term performance.

Your Questions Answered

Everything you need to know about Home Working

  • Do employees have a legal right to work from home?Reveal

    Employees don’t have an automatic right to work from home, but they do have the right to request flexible working. Employers must consider requests reasonably and respond within the required timeframe.

  • Can employers refuse a home working request?Reveal

    Yes, but only for valid business reasons (e.g. impact on performance, team collaboration, or service delivery). Decisions should be fair, consistent, and documented.

  • Who is responsible for equipment when working from home?Reveal

    Typically, employers are responsible for providing the equipment employees need to do their job (e.g. laptops, software). Policies should clearly outline what is provided and any expectations around usage.

  • Do health and safety rules apply to home working?Reveal

    Yes. Employers still have a duty of care and should carry out appropriate risk assessments, such as Display Screen Equipment (DSE) assessments, even for home-based workers.

  • How should employers manage performance for home workers?Reveal

    Focus on outcomes rather than hours. Set clear expectations, maintain regular check-ins, and use measurable objectives to track performance.

  • Can home working impact employee wellbeing?Reveal

    It can do both, positively and negatively. While it may improve work-life balance, it can also lead to isolation or blurred boundaries. Regular communication and wellbeing support are key.

  • Do employees get expenses for working from home?Reveal

    Some employers contribute towards costs like equipment or utilities, but this varies. Employees may also be eligible for tax relief on certain home working expenses.

  • Do employers need to provide equipment for home working?Reveal

    In most cases, yes. Employers are responsible for ensuring staff have the tools they need to do their job safely and effectively, such as laptops, screens, and ergonomic equipment where required.

  • What are the data protection risks of home working?Reveal

    Home working can increase the risk of data breaches if not managed properly. Employers should ensure secure systems are in place, such as VPN access, strong passwords, and clear data handling policies.

  • Can home working be a permanent arrangement?Reveal

    Yes, if agreed between employer and employee. Many businesses now offer hybrid or fully remote roles, but terms should always be clearly set out in contracts or policies.

  • How can businesses successfully implement home working?Reveal

    To implement home working successfully, businesses need a clear structure, the right tools, and strong communication.

    Start by creating a home working or hybrid policy that sets expectations around working hours, availability, performance, and data security. Make sure employees have the appropriate equipment and access to systems so they can work safely and effectively.

    Managers should focus on outcomes rather than time spent online, with regular check-ins to support productivity and wellbeing. It’s also important to carry out simple risk assessments and provide guidance on safe workstation setups.

    Finally, keep communication consistent and inclusive. A connected team is far more likely to stay engaged, productive, and aligned with business goals, even when working remotely.

Where to find out more A collection of hand-picked useful resources for Home Working from impact HR and beyond

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