Fórsa and local authority management have agreed a blended working framework for the sector, which will give all council staff the right to apply for remote or blended work. Local government workers will also be able to have the decision reviewed if they are turned down, with a view to resolving the issues that led to the refusal to facilitate remote work.

The framework was developed from the recently-launched civil service policy, which ensures that the decision-making process follows a consistent approach to assessing applications, and which ensures “fairness across the organisation.”

It envisages the continuity and further development of high-quality public services to the public while formulating tailored blended work arrangements to best meet the customer, service and employer needs.

However, the framework insists that performance standards must be maintained and improved while interactions between colleagues are preserved and continue to flourish.

The new framework says that it is a matter for each local authority to develop its own blended working policy, which must be consistent with the agreed national framework.

The policy must consider the functional and operational needs of each council while having due regard to national and sectoral policy to ensure consistency. This consistency should reflect in the application of blended working to grades, roles, and functions across the sector while taking into account the individual service needs of each local authority.

Applications for blended working will be made via the performance management development system (PMDS), which will be used to assess the suitability of a role, function, task and applicant for blended working. It will then be assessed and approved by management on a case-by-case basis and will be subject to the operational needs of the organisation.

It also requires employees to complete a self-assessment form identifying any potential risk and confirming that their workstation meets the relevant health and safety requirements. An employer should also provide furniture and equipment if deemed reasonable and necessary for the employee’s work.

In its initial implementation blended working agreements will be for a trial period. In general, the trial period should last between 3-6 months. Thereafter each blended working arrangement will be reviewed regularly.

In line with the earlier civil service agreement, the framework does not allow local authorities to pay allowances towards the additional costs associated with working from home. Instead, it refers staff to the recently-enhanced tax reliefs available on energy, heating and wifi costs.

Fórsa says it will continue to seek the payment of an allowance in future talks, but that it has not sought arbitration on the issue now as a referral would be certain to stall implementation of the broader framework.

You can read the full framework HERE.