In the third instalment of our series, we consider the practical elements of the ‘workcation’ concept.

As we have seen, working elsewhere may seem like an attractive proposition to employees. They will undoubtedly be keen to take advantage of the opportunity to save precious annual leave entitlement, but it is important an employer sets some ground rules. Employers will need to ensure employees are well-managed and remain productive throughout, taking time to think about the various risks associated with this way of working. Below are some suggestions which an employer may need to consider before allowing employees to work at a different location, especially when this is abroad:

• Whether the role can be performed effectively whilst working remotely from a temporary location and that output remains consistent.
• Check there is a clear policy in place which governs remote working arrangements.
• Ensure employees request permission from their employer in good time if they intend to work anywhere other than their usual home environment, even if they are remaining within the UK.
• Take into account any Health and Safety considerations of the proposed new working environment. The employee will still need suitable equipment to perform their role effectively.
• Agree a working pattern in advance if the employee will be working abroad. Will they be able to flex their hours or will there be an expectation to be available during UK business hours?
• Agree a suitable back-up plan in the event the internet connection is not sufficient to be able to properly perform their role. Will this result in unpaid leave or annual leave?
• Ensure any visa requirements or immigration aspects are fully considered and accounted for. Falling foul of working regulations can be costly.