Tear up your remote work policy (if you have one) and start over

Chances are, you don’t have a hybrid work policy. Many companies don’t have any written policy for working outside the office. Those that do probably have a remote work policy.

Going without any policy at all is ill-advised. Policies protect the company, improve morale, foster better culture, help employee retention, improve cybersecurity, and provide other benefits.

And remote work policies crafted just a couple of years ago are likely obsolete for most companies now.

The concept of having an employee handbook for “regular” employees who work in the office, plus a remote work policy for that minority that works from home, is now antiquated in the extreme.

Yes, some employees are explicitly categorized as hybrid or flex workers, spending some days in the office and some days at home. But even those labeled as on-site workers are likely to do some work outside of the office, after hours, and on weekends. Staffers may take “workcations,” or do work in other countries for short periods of time. And some specific employees may rotate in and out of the “office,” “remote,” and “hybrid” categories.

The possibilities for where employees do their jobs are endless. And that’s why you need a single policy for all employees—a hybrid work policy.

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