Managing Remote Workers

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by Rebecca Lister | 26th Aug 2026

Remote, Hybrid and Flexible Working: What Employers Need to Know

Article Summary

• Managing remote workers effectively requires clear expectations, regular communication and consistent performance management.
• Employers must consider flexible working requests fairly and in line with current employment law.
• Clear remote, hybrid and flexible working policies help reduce HR, discrimination and data protection risks.
• Employers remain responsible for employee health, safety and wellbeing when staff work from home.
• Regularly reviewing working arrangements helps ensure they continue to meet both employee and business needs.

Managing Remote and Hybrid Working Effectively

Remote and hybrid working have become a permanent feature of the modern workplace. Many employers now offer a variety of working arrangements, ranging from office-based roles to hybrid and fully remote positions.

For employers, flexible working can offer significant benefits, including improved employee engagement, increased productivity, reduced overheads and access to wider talent pools. However, these arrangements also present a number of HR challenges that businesses should carefully manage.

Below, we answer some of the most common questions employers have about managing remote workers.

What is the difference between remote working, hybrid working and flexible working?

Remote working generally refers to employees undertaking their work away from the employer’s premises, often from home.

Hybrid working combines remote working with attendance at an employer’s workplace on specified days.

Employees do not have an automatic right to work remotely. However, employees have a statutory right to request flexible working from the first day of employment.

Flexible working is broader and can include changes to:

• Hours of work;
• Start and finish times;
• Working patterns;
• Compressed hours;
• Part-time working;
• Job sharing; and
• Working location.

The flexible working request process

Employees can make up to two statutory flexible working requests within a 12-month
Period. Employers must:

• Consider requests reasonably;
• Consult with the employee where appropriate;
• Make a decision within the statutory timeframe; and
• Only refuse a request for one of the prescribed business reasons.

When considering flexible working requests for remote or hybrid working, employers should ensure decisions are based on genuine business needs and applied fairly across the workforce.

“2026 research involving 801 UK businesses by The London School of Economics found that just 16% had discontinued remote working entirely, suggesting remote and hybrid arrangements remain firmly embedded in UK workplaces.”

What should employers consider when assessing a flexible working request?

Every request should be considered on its own merits. Relevant factors may include:

• Operational requirements;
• Customer or client needs;
• Impact on service delivery;
• Team collaboration requirements;
• Supervision needs;
• Health and safety considerations;
• Availability of suitable technology; and
• Any associated costs.

Employers should avoid making assumptions about productivity or suitability and instead assess whether the proposed arrangement can work in practice.

Consistency is also important. Similar requests should be treated in a similar manner unless there is a clear and objective reason for a different outcome.

What HR risks can arise from remote and hybrid working?

Performance Management

One of the most common challenges employers face when managing remote workers is managing performance. Managers should focus on:

• Clear objectives and expectations;
• Regular one-to-one meetings;
• Measurable outcomes;
• Consistent supervision; and
• Prompt intervention where concerns arise.

Employers should avoid linking performance solely to visibility or office attendance and instead assess employees on output and results.

Employee Wellbeing

Remote working can create challenges around employee wellbeing, including:

• Isolation and disengagement;
• Increased stress or burnout;
• Difficulties separating work and home life;
• Reduced team integration.

Regular communication, wellbeing check-ins and appropriate management support can help identify concerns before they escalate.

Equality and Discrimination Risks

Employers should be mindful that some flexible working requests may be connected to a protected characteristics such as:

• Disability;
• Pregnancy and maternity;
• Religious beliefs;
• Caring responsibilities.

Employers should be mindful that refusing a flexible working request could potentially give rise to discrimination risks if the decision disproportionately impacts a protected group.

Reasonable adjustments should also be considered where remote or hybrid working may assist an employee with a disability.

Working Time and Overtime

Employees working from home may find it more difficult to disconnect from work.

Employers should ensure:

• Working hours are monitored;
• Rest breaks are taken;
• Working Time Regulation obligations are complied with;
• Overtime expectations are clear.

A culture of constant availability can increase the risk of burnout and wellbeing concerns.

Data Protection and Confidentiality

Data security remains one of the biggest risks associated with homeworking.

Employers should ensure employees:

• Use secure systems and passwords;
• Store confidential information appropriately;
• Follow data protection policies;
• Understand procedures for reporting breaches;
• Avoid sharing work devices with family members or third parties.

Regular training and clear policies can significantly reduce risk.

Health and Safety Responsibilities

An employer’s health and safety obligations continue regardless of where employees are working.

Employers should consider:

• Workstation assessments;
• Display screen equipment requirements;
• Ergonomic set-ups;
• Risks associated with homeworking environments;
• Mental health and wellbeing.

Documented risk assessments and regular reviews can help ensure ongoing compliance.

37% of people in Great Britain worked from home at least some of the time in April 2026: 24% hybrid worked, while 13% worked exclusively from home. The figures are based on ONS data collected in April 2026.

How can employers effectively manage remote workers?

Successful remote and hybrid working arrangements are often supported by:

Clear Policies

Employers should ensure policies address:

• Flexible working requests;
• Homeworking arrangements;
• Equipment provision;
• Health and safety responsibilities;
• Data protection requirements;
• Monitoring and supervision expectations.

Effective Communication

Regular communication remains essential.

This might include:

• Team meetings;
• One-to-one supervision meetings;
• Performance reviews;
• In-person collaboration opportunities where appropriate.

Training for Managers

Managers should be equipped to:

• Manage hybrid teams;
• Identify wellbeing concerns;
• Address performance issues;
• Conduct difficult conversations remotely;
• Apply policies consistently.

Regular Review

Remote working arrangements should not be viewed as static.

Periodic reviews can help ensure arrangements continue to meet both employee and business needs and allow issues to be addressed before they develop into formal disputes.

Key HR Takeaways for Employers

Remote and flexible working can deliver significant benefits for both employers and employees. However, businesses should ensure appropriate safeguards are in place.

Employers should focus on:

• Having up-to-date flexible working, hybrid and homeworking policies;
• Managing requests fairly;
• Maintaining effective supervision and communication;
• Monitoring wellbeing and performance;
• Protecting confidential information; and
• Remaining alert to potential discrimination and health and safety risks.

With clear policies, well-trained managers and a proactive approach to risk management, employers can create remote, hybrid and/or flexible working arrangements that support both business objectives and employee wellbeing.

How Eclipse HR Can Help With Managing Remote Workers

Here at Eclipse HR, we provide consultancy and HR support for a range of services for business including managing remote workers. As a local firm ourselves, with offices throughout Kent in Canterbury, Maidstone and Tenterden, we are proud to work with businesses around the county and beyond.

Our team is highly experienced and equipped to understand your company needs and offer tailored solutions. With over 30 years of HR experience across both private and public sectors, including:

• Education
• Manufacturing
• Construction
• Professional services
• SMEs and Start Ups

From recruitment processes to HR strategy development, we are here to support your business in overcoming HR challenges. Whether you’re looking for assistance with hiring, employee training, performance management, or workplace policies, we can help you build a resilient, people-focused organisation.

For more information on how we could help businesses in Kent, please feel free to explore our website to learn more about the HR services we provide including locally in Kent; or get in touch to speak to a member of our team today!

FAQs

Author: Rebecca Lister
Rebecca supports the Eclipse HR team and our clients across a range of tasks. Rebecca has recently completed her Master’s degree in Advanced Legal Practice (MLaw) at the University of Kent and is now studying for her Solicitors Qualification Exams. Her academic focus, particularly in employment law, complements her practical experience and deepens her understanding of HR in action.

Disclaimer: Information and reference materials included within Eclipse HR Limited articles and blogs are provided free of charge and for reference purposes only. They are not intended as a substitute for legal advice, or professional or other advice in regard to specific circumstances. Whilst every effort is made to ensure the contents are correct on website publication, they should be considered for guidance purposes only.