Working from home, what do I need to know? 

This is a guest blog by REC Business partner, Croner

As of May 2025, it is estimated that just shy of 40% of workers in the UK work from home at least some of the time. Whilst this has slightly decreased since the pandemic, it is still a staggering amount, and many of you may be reading this whilst working from home. It is a common myth that because people working from home are not working on company premises, the obligation is entirely on them to manage their safety. However, as an employer, you have the same health and safety responsibilities for people working at home as for any other worker. In this article, we will run you through what employers’ obligations when it comes to homeworking, explaining the relevant legislation and a story of how Croner has supported a business like yours.  

Working from home, what do I legally need to do?  

There isn't a specific working from home legislation under UK employment law. However, there are certain laws linked to the practice.  

Certain employees only have a statutory right to request working from home – it’s not a legal entitlement. Employers are under no obligation to accept their ‘flexible working’ request - it's entirely up to your organisation.  

The only time you must consider requests is when it's contractually agreed to. If an employee signs a homeworking clause within their employment contract, you must accept their request. But you need to apply it based on the wording of the employment contract.  

Employees can only request flexible working if they have 26 weeks of continuous service. If the request is agreed to, it should be confirmed in writing and an updated contract should be issued. Make sure you add this to your homeworking policy, too.  

Legal obligations linked to homeworking:  

The Management of Health and Safety at Work Regulations 1999 (MHSWR)  

• Every employer has a legal duty to create a safe and healthy work environment. This duty extends to homeworking, along with other health-related policies.  
• Employees must be given proper equipment and workstations to do their job correctly. This includes things like sufficient equipment, computer software, and internet security.  
• The homeworking policy must highlight safety management standards. You also need to carry out a risk assessment on home equipment. Individual employees can complete this themselves after receiving proper training.  

Health and Safety at Work Act 1974 (HSWA)  

Another legal duty that every manager must comply with is wellbeing management.  

This means making sure homeworkers aren't facing additional issues or suffering alone. A great way to minimise them is through regular communication. Compared to their colleagues, homeworkers are often forgotten when it comes to welfare support.  

Remember, employees working from home can class as vulnerable. So, make sure you safeguard them, especially those with health conditions. For example, if they're pregnant or have mental health issues.  

How has Croner helped employers manage their obligations for their homeworkers?  

Croner recently completed an audit in an office in Manchester; however, all 15 employees work from home and visit the office periodically. The 1st audit we completed for this client, resulted in 18 immediate recommendations. Immediate recommendations could mean that there is a risk of someone being injured or a risk to their mental health.    

We provided them with the competent H&S advice they needed as well as resources from the advice line. Such as, Stress risk assessments, lone worker assessments and DSE assessments.   

The result of this, was that all immediate recommendations had been actioned and no further recommendations were made. Client also felt reassured that they had their H&S documentation up to compliance standard and they were looking after their staffs physical and mental welfare. The client felt compelled to leave Croner a 5* review after their audit.   

For support with your H&S, call Croner on 0844 561 8133.  

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