Compulsory teleworking checks: here’s how to be fully compliant
The inspection services are currently carrying out random checks on compliance with compulsory teleworking in the tertiary sector. This overview with points for attention ensures you don’t overlook anything.
Teleworking is still compulsory. Only employees who cannot do their work from home may be present in the workplace.
1. Provide clear instructions in the workplace and make them visible
Anyone present in the workplace must have received instructions on how to carry out the work safely. These instructions should also be posted somewhere visible.
Concretely, this means that there must be instructions for:
- The maximum number of people that may be present in the workplace and per room
- Ventilation rules
- Social distancing
- When and where face masks should be worn
- Cleaning of desks, computers, etc.
You can find all the relevant COVID-19 measures for your organisation in this checklist, in our return-to-work guides, or in the government’s generic guide.
Ask your external service for tailored advice.
2. Work out a schedule and a line of reasoning per job for employees in the workplace
It is best to clarify a line of reasoning per job (e.g. one administrative employee per day for mail or deliveries, one IT employee to maintain the systems, etc.) for employees who still need to be in the workplace.
When it comes to employees who need to be present in shifts, it is best to make sure that you are able to present a schedule.
If teleworking is not possible for certain jobs, prepare a certificate of relocation for your employee and motivate why he/she must come to the workplace.
3. Provide reference to social consultation
Furthermore, you must be able to demonstrate that the necessary social consultation has taken place about the COVID-19 measures taken. This is important in the event of an inspection because the consultation increases support for the application of the measures.
Companies with a works council and/or committee can demonstrate this consultation using the reports from these meetings of these bodies. For companies that do not have a formal consultative body, it is important that the employer makes a concise note with the following information:
- Date and time of consultation
- Attendees (can also be done via videocall, important in case of changing presences in the workplace)
- Content of the consultation
It is best to post this note on a notice board, together with the contact details for the company’s occupational physician and psychologist. This is not a new obligation, but it can certainly be ineffectual or defunct in practice in smaller companies. The current inspections will examine this.