Hybrid versus Flexible Working

It’s been a challenging time for everybody and like most we’ve been working through the COVID-19 pandemic and adapting in response to the government guidance. We’ve listened to our clients and consequently our online assessment portfolio has evolved in response to their changing needs.

First it was ‘Temporary Homeworking’ but homeworking became more long-term than originally anticipated. This, along with the changing government and HSE advice, prompted the development of our ‘COVID-19 Homeworking’ assessment. Although the government advice remains ‘work from home if you can’, many businesses are planning ahead for a return to the office when the restrictions are lifted. So, how will office working look?

For many, it will not be a return to the office as we knew it per-pandemic, particularly due to social distancing remaining a priority for a safe return. Businesses are considering how many people they can have in the office at one time and how they can adapt to ensure a gradual return. Many are keen to get back in the office as they thrive on the social interaction that it brings, for others, they’ve adapted well to homeworking and have realised that it gives them a better work-life balance, benefitting from adapting their working hours around family commitments and avoiding long commutes.

Recently, we announced the launch of our ‘Hybrid Working Assessment’. We now have a new addition and are pleased to launch our ‘Flexible Working Assessment’. So, what’s the difference? We feel our Hybrid Working assessment is the best fit for those who have been told by their employer they have to split their time between the office and home, whereas our ‘Flexible Working Assessment’ has been designed for those companies where homeworking is optional and not enforced. Although, it may be a person’s personal choice to work from home, if it has been authorised by their employer, there is still a duty of care to make sure that person can work comfortably, particularly as adopting poor posture increases the risk of developing musculoskeletal discomfort. However, if a member of staff is working from home full-time, we recommend that this is treated as ‘permanent homeworking’ and not replaced with the Hybrid or Flexible Working assessments.

It is highly likely that the way we work will be different for some time to come and at DSE Assessments Ltd, we’ll continue to strive to adapt to the changing needs of our clients.