The guidance focuses on the key areas of:

• People management
• Recruitment and induction
• Inclusion and fairness
• Health, safety and wellbeing.

The guidance advises organisations to consider:

• Providing training to managers on how to manage hybrid teams effectively and support hybrid workers, including performance management, remote communication, collaboration and relationship building.
• Reviewing HR processes and procedures across the whole employee lifecycle to ensure they support hybrid working in practice, whilst also enabling inclusion and wellbeing.
• Undertaking ongoing listening activity with employees, managers and employee representatives to understand the early lessons of hybrid and whether hybrid is delivering anticipated benefits to individuals and the organisation.
• Keeping any hybrid working policies and principles under ongoing review, including the impact on workers with protected characteristics, and ensuring that action is taken to address any negative or unintended outcomes of hybrid work.
• Being mindful that hybrid working is just one form of flexible working: employees also desire time flexibility, and benefits can also be realised by providing this, both for employees and the organisation itself.