What is a Section 278 Agreement?

A Section 278 Agreement is a legal agreement between a developer and a highway authority to carry out highway works.

Remote Work Realities: Legal And Operational Risk

Remote and hybrid working have reshaped how organisations operate. For HR professionals, they’ve also created new legal and practical responsibilities. From updated legal rights to changing expectations, here’s what you need to know to stay compliant and keep your people supported.

1. Health and Safety still applies at home
The Health and Safety at Work Act 1974 still applies, even when employees work from home. That means assessing whether their home working setup is safe. It can involve consideration of factors as diverse as suitable chairs and screen positioning and mental health risks. HR need to make sure that risk assessments are carried out and wellbeing is regularly monitored.

2. Right to request Flexible Working – Day One entitlement
Since April 2024, all employees can request flexible working from day one. Such requests can include a request to work from home some, or all, of the time. Employers have two months to respond and must consult before refusing. There are 8 statutory grounds of refusal including detrimental impact on quality and detrimental impact on customers. At least one must be cited. HR must manage increasing requests to work from home fairly and consistently.

3. Monitoring & GDPR – don’t cross the line
Home working brings data privacy into sharper focus. Monitoring software must be necessary, proportionate, and transparent. HR needs to work with IT and legal teams to assess risks, complete impact assessments, and communicate clearly to staff.

4. Data Security – managing remote risk
Home networks and shared devices can create cybersecurity vulnerabilities. HR must lead on training, clear remote working policies, and ensuring employees understand expectations – including consequences for breaches.

5. Bridging gaps between employees and leadership
Hybrid working has shifted perceptions. Employees now see flexibility as a norm, while leaders may worry about culture, collaboration, and fairness. HR must bridge that gap – creating hybrid schedules, maintaining morale, and ensuring no team member feels left out.