This month: Implementing Telework after the pandemic

Published on : 01/07/2021 01 July Jul 07 2021

The summer of 2021 brings promise and hope of a return to safety and normalcy. For many businesses, that means the return to the workplace and the end of 100% telework. This must be done in the respect of government-issued health and safety protocols. However, just as in other countries, many businesses discovered with the pandemic that remote work could be compatible with successful company operations. Studies show that 74% of French employees want to keep up to 3 days of telework per week. This means that there is both a business and a legal need to set a formal framework for this, going forward. 

Here are some do’s and don’ts to keep in mind when implementing telework “post pandemic”.

Do take a global approach. Telework is more than just working remotely. Many different internal processes must be reconfigured or revaluated.

Don’t forget the importance of creating strong links between those working remotely and those on site.

Do review the organization of work: hours, systems, tools, workload and tasks that can be done remotely. 

Don’t forget to evaluate the health and safety risks associated with telework.

Do set a stable and secure legal framework for telework: this can be done with an amendment to the employment contract.

Don’t forget the collective approach: rules defined by a collective agreement or a charter can help protect workers and the company.

Do define the indemnification/allowance that will be paid to employees, in particular for the costs associated with telework. 

Don’t forget that social dialogue is key on such a topic.

Flichy Grangé Avocats can assist you with the individual employment and administrative matters that are raised by implementing telework long term. 



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