Employee Rights And Hybrid Work Arrangements
In the aftermath of the Covid-19 pandemic, significant shifts have occurred in job hiring trends and the rights and obligations of employees.
With the easing of restrictions, people worldwide are pursuing hybrid work arrangements, aiming to achieve a better work-life balance by opting for partial remote work rather than exclusively in-office setups. The viability of this model, particularly its success during the pandemic, has led to a substantial increase in employees seeking hybrid work options.
What Are Hybrid Working Arrangements?
A hybrid working arrangement is a model that combines both remote and in-office work, as feasible within the specific job responsibilities and roles.
This trend gained popularity following the COVID-19 lockdown. Consequently, across Canada, employees are either departing from their traditional in-office roles or applying for positions that offer fully remote or hybrid work options.
Companies, along with their management teams, must display creativity to adapt to the evolving demands of their workforce. The more flexibility a company demonstrates, the greater its potential to attract and retain talent.
Does the Hybrid Mode of Working Adequately Cater to Employees’ Rights?
To meet employees’ expectations, companies need to adapt hybrid models to ensure their sustainability. This shift has prompted a heightened focus on transitioning companies to hybrid work modes. Technological advancements have enabled efficient remote work for employees across Canada, making them inclined towards job opportunities that offer hybrid work arrangements.
According to an article by Global News, 55% of Canadians are less likely to work for a company that mandates full-time office presence. Additionally, 43% of Canadian employees express willingness to resign if they are not granted a hybrid working option.
From a broader perspective, the hybrid model significantly contributes to providing working flexibility to employees. The following points underscore the significance of a hybrid work system concerning employees’ rights:
- Increased working flexibility
- Enhanced work/life balance
- Seamless remote working
- Improved productivity
However, drawbacks exist for this mode of work, as the hybrid model may not suit all types of businesses. It could potentially impact employees’ commitment to work and the cohesion of companies. Managing a fully remote workforce might also pose challenges.
Legal Considerations for Implementing a Hybrid Working Arrangement
When transitioning to a hybrid workplace, employers must collaboratively establish clear criteria with the entire team to clarify the concept of hybrid working.
Emphasizing management rights is crucial. This implies that policies can be amended with advance notice to employees, thereby defining the rights and responsibilities of both employers and employees.
Hybrid work policies are likely to be formalized in legislation, typically at the provincial level. In the Province of Ontario, the Ontario Employment Standards Act will likely require amendments to prevent ambiguity. Similar adjustments might be needed for the Alberta Employment Standards Code, the British Columbia Employment Standards Act, and other provincial employment laws.
Conclusion
Employees’ rights are paramount in remote, in-office, and hybrid working arrangements. However, this discussion is even more critical for companies’ sustainability. Failure to adapt to the evolving expectations of the workforce could result in a reduced workforce, hampering business operations.
Contact Us
If you are an employer or an employee needing assistance with a constructive dismissal claim, our team of experienced workplace lawyers at Achkar Law can help.
Contact us by phone toll-free at 1 (866) 931-6807 or email us at [email protected], and we will be happy to assist.
