Company-level collective agreements incorporating teleworking issues are very rare, although a number of trade unions have developed a set of guidelines to be used for negotiating teleworking arrangements with employers. While teleworking is encouraged at the company, it is not compulsory. The company pays for all the equipment that is required to set up a home office. There is regular communication between management and employees, and the operation of the system is said to be based on a relationship of trust. The company operates a system of performance measurement, whereby each year a number of performance objectives and targets are agreed between employees and management.
Teleworking is reported to have brought mutual gains for employer and employees.
From an employer perspective, it has produced cost savings and there has been an increase in staff retention. Commentary Advances in technology and the demand for flexible working arrangements have promoted an increase in the utilisation of teleworking in Ireland in recent years. This trend looks set to continue in the current context of a tightening labour market. In this climate, some employers are finding it necessary to introduce policies such as teleworking to recruit and retain labour, which, in many cases, has become a scarce and valuable resource. The building of trust is essential for the successful operation of teleworking.