An employer can choose whether or not they will cover costs incurred by their staff members’ hybrid working arrangements. Such costs may include:
additional internet and telephone charges
other costs associated with working from home, eg electricity costs
additional insurance premiums
the costs of equipment required to allow staff members to work from home (eg monitors or desks and chairs)
It’s often appropriate for an employer to cover these costs when they introduce hybrid working as an option for their staff members. Covering the costs can help retain a positive relationship with staff members. If an employer adopts hybrid working as a default working model (ie when staff members are expected to hybrid work unless they opt-out), it’s unlikely to be appropriate to require staff members to cover all of the costs of this working model (although electricity costs and similar will usually be covered by staff members).
This Hybrid Working Policy lets you specify which costs you will cover and up to what limits. Regardless of what you choose to cover, the Policy also encourages staff members to raise any concerns they have about transitioning to working remotely, so that you can consider additional requests for financial support on an ad hoc basis.