Adapting employment contracts to a hybrid working model 

Below is a top tip from lawyer Rebecca Torrey on how employers can adapt their employment contracts to suit a hybrid working model.

Rebecca is an IR Global Digital Sponsor and IR’s exclusive advisor for Employment Law (Corporate) in California. 

Rebecca represents companies in litigation in federal and state courts nationwide. She is an across-the-board employment lawyer with significant trial experience representing management in bet-the-company cases involving wage and hour and fair credit class actions, trade secret, wrongful termination, discrimination and fair pay claims.

This is an excerpt from the Rebecca Torrey’s chapter of our latest publication ‘Exploring a Hybrid Future’, which you can download here.

Top Tips: Adapting employment contracts to a hybrid working model 

The majority of workers in the United States are employed at-will and do not have employment contracts.

In the absence of an individual employment contract, we recommend establishing a written document setting forth the conditions and expectations for hybrid work arrangements. 

This includes the anticipated schedule for office/ remote work, timekeeping practices, reporting structure, confidentiality and privacy expectations, channels of communication and avenues to address job concerns.

It also should address the specifics for the employer’s payment of business expenses associated with hybrid work, including remote Wi-Fi access, printing costs, phone service, any required travel, uniforms as applicable and other recurring costs as required by law. 

Download the complete Hybrid Working Publication, covering jurisdictions across world for free here: