Employee Rights And Hybrid Work Arrangements

Employee Rights And Hybrid Work Arrangements

Overview:

In the wake of the infamous Covid-19 pandemic, there has been a dramatic change in the job hiring trends as well as the rights and obligations of employees.

As restrictions are being ease, people all over the globe are seeking hybrid work arrangements. Same as oppose to full-time in-office arrangements to establish a better work life balance. The feasibility of this model and the way it unravelle in the pandemic led to a tremendous rise in employees seeking the hybrid model.

What Are Hybrid Working Arrangements?

A hybrid working arrangement is a model which incorporates both, the remote and in-office work, as may be possible within the duties and position in question.

This trend has gain popularity after the lockdown of the COVID Pandemic. Consequently, employees all over Canada are either leaving their existing in-office positions or applying more to positions that allow for fully remote or Hybrid Working arrangements.

Companies must be creative, along with management teams, to allow organizations to manoeuvre and adapt to the changes in demands of their workforce.   The more flexibility that companies show, the more they are likely to attract and retain talent.

Does The Hybrid Mode Of Working Cater To The Rights Of Employees Adequately Well?

In listening to what employees are expecting and seeking, companies have to adapt hybrid models to guarantee their sustainability.  This has led to the increased focus on shifting the company’s mode of working to a hybrid one. Technology has allowed employees all over Canada to work from home efficiently. And then are incline towards accepting the jobs which allow them hybrid work arrangements.

An article by Global News states that 55% of Canadians are least likely to work for a company that demands them to work full time from the office. Similarly, 43 % of the Canadian employees assert resigning from their jobs if they aren’t allow a hybrid working arrangement.

On the broader aspect, the hybrid model is the ultimate source of providing working flexibility to employees. Following are some  points which validate the importance of a hybrid working system regarding the employees’ rights:

  • Increased working flexibility
  • Improved work/life balance
  • Ease of remote working
  • Elevated productive outcomes

However, there do exist the cons to this mode of working as the hybrid model might not suit all types of businesses. It can deviate the employees’ seriousness regarding work and companies. You may also find it difficult to manage all the employees on a remote basis.

 

The Law Regarding Setting Up A Hybrid Working Arrangement:

When shifting to a hybrid workplace. The employers must be mindful to set criteria in discussion with the whole team. So that the ambiguous term of hybrid working is made clear.

A necessary focus should be made to emphasize management rights. This means that the policy may be amend, with notice to employees. Which would help in setting the rights and obligations of both employers and employees.

Hybrid policies will likely be introduce to law and those introductions would be at the provincial level. This means in the Province of Ontario, the Ontario Employment Standards Act, will likely have to be amended to avoid ambiguity in the future. Similarly, the Alberta Employment Standard Code will likely have to be amended, along with British Columbia Employment Standard Act, and other provincial employment legislation.

Conclusion:

The rights of employees are important in remote, in-office, and hybrid working arrangements. However, this discussion is more important and relevant to the sustainability of companies. If they do not adapt to the expectations of a growing workforce. They will find themselves with fewer employees than possible to operate their businesses.

 

Contact Us:

For all employment and business law related queries write to Achkar Law at [email protected] or dial the toll-free number +1(800) 771-7882 and get assistance from our Employment Lawyers.