What is Remote Work?
Any form of work organization in which a task or assignment that could also have been performed at the employer’s premises is carried out by an employee outside these premises voluntarily using information and communication technologies.
Remote Work in France in 2019
According to the Minister of Labor, remote work within French companies experienced a 25% increase in 2018. This is a significant increase considering that in 2017, only 16% of workers in France practiced remote work.
This practice, which has been gaining momentum for two decades among our Anglo-Saxon and American neighbors, has been notably facilitated by the publication of the Pénicaud ordinances reforming the Labor Code in 2018 and simplifying access to remote work for companies and employees.
From these reforms emerged a “right” to remote work.
Benefits of Remote Work for the Company and Employee
While some managers fear a loss of authority or risks of unequal treatment between employees, communication between manager and employee, an essential factor for the success of this practice, is greatly increased in this case, thus strengthening the trust relationship between the two parties.
The employee, feeling more empowered and enjoying the full confidence of their superiors, will act in the best way to maintain this benefit.
Recovered motivation and enthusiasm from employees, decreased employee turnover, and certain benefits and advantages related to the development of remote work are definitely felt!
Regarding figures, we can speak of an increase in productivity of 5 to 30% as well as a 20% decrease in absenteeism. However, these figures naturally vary depending on the business sector and the company in question.
Regarding the objectives concerning remote work on a larger scale, they are multiple: improved traffic flow, reduction of greenhouse gas emissions, attractiveness, competitiveness, improvement of work-life quality for employees and public officials, support for innovation…
Best Practices for Remote Work
-
Stay Connected
Remote work is first and foremost a practice based on a trust relationship between an employer and an employee. Therefore, both parties must be able to communicate smoothly and nearly instantaneously.
The remote worker must remain reachable and responsive to requests from their teams, by phone or via instant messaging tools to facilitate the progress of ongoing tasks and assignments.
In case of emergency, the employee must be able to travel to the company premises.
-
Define Remote Work Boundaries
Remote workers perform their assignments mainly from their home and less frequently in a telework space, a coworking space, or a third space.
To ensure that remote work takes place under the best possible conditions, it is essential for the employee to organize a dedicated workspace for completing their tasks. Working at distance must in no way be an excuse for not completing expected work.
Workspace, internet connection, telephone network, various supplies and a calm environment; this may seem obvious, but it is important that certain conditions be met so that work can be accomplished as easily at home as in the office.
The employee must also set boundaries so that work does not encroach on their private life.
For example, defining specific hours for working at home is a key reference point in the mind of both the employee and the manager. This helps prevent any abuse.
-
Management by Objective
Here what matters above all are the results. The essential thing is that the employee achieves the set objectives, regardless of how they organize themselves.
According to certain studies, employees would be on average 15% more effective when they work remotely. They are driven by the desire to achieve their objectives so they can then enjoy their time. When implemented this way, it is a win-win relationship.
-
Preserve Team Spirit
A risk associated with the growing development of remote work is the feeling of isolation among employees. So that the remote worker does not feel abandoned, regular exchanges between teams are very important. Messages of support, encouragement, or simple greeting, it is essential to maintain contact with your employees both present and away from the premises.
The employer can also define “no remote work” days. These allow maintaining team spirit, organizing in-person meetings or internal company events.
Companies: How to Implement Remote Work?
Remote work generally applies to 1 to 2 working days per week, consecutive or not. The rest of the week, the employee goes to the company premises to perform their work.
It is no longer necessary today to modify an employee’s employment contract to allow them to work remotely. To implement this practice, three options are available to you:
-
A simple agreement (oral or written) with the employee in question
-
A collective agreement
-
A charter drawn up by the employer, after consultation with the social and economic committee
In cases 2 and 3, it will be important to specify the following points:
- the conditions for moving to remote work and the conditions for returning to work contract performance without remote work
- the terms of acceptance by the employee of the conditions for implementing remote work
- the terms of control of working time or regulation of workload
- the determination of time slots during which the employer can usually contact the remote working employee
- the terms of access for workers with disabilities to a remote work arrangement
If, at an employee’s request, the employer refuses to put in place an agreement concerning remote work, the latter must justify their refusal.
Conversely, the employee may refuse the remote work offer submitted by the employer without fear of contract termination.
Do you need to implement remote work?
Want to share this project with us?
Then don’t hesitate to discover our HR services
Would you like to contact us?
