Tusla employees now have a right to request blended working arrangements under a new framework agreed with Fórsa. The detailed policy, which came into effect on 1^st March, also says managers can refuse a request, but that decisions must be based on “objective and clearly defined eligibility criteria to determine whether both the role and the individual applying are suitable for blended working.”

It adds that the availability and patterns of blended working “will be based on service needs and the suitability of the role,” and that these factors can change over time. If agreed, blended working arrangements will be in place for one year and be subject to a half-yearly review.

The framework, which was negotiated by Fórsa official Chris Cully, says the capacity of an employee to undertake blended working will also be objectively assessed, in addition to suitability of the role.

The policy requires line managers to consult with staff on health and safety aspects of home working, and to put in place any necessary protective measures following a risk assessment. It says Tusla will supply essential equipment to remote workers, who will normally be expected to spend at least three days a week in the work location.

Blended working arrangements will not change existing hours of attendance, and Tusla won’t pay an allowance to cover costs associated with working from home. Instead, the policy refers staff to the recently-enhanced tax reliefs available on energy, heating and wifi costs.

Chris said both Fórsa and Tusla aim to ensure that the organisations policy is consistent with a broader public service framework, which is currently being finalised.

“We will be engaging with Tusla again when and if necessary after the civil-service wide  framework is in place. In the meantime, the Tusla policy will be in place,” she said.

Read the policy HERE.