This article first appeared in the American Chamber of Commerce in Egypt Business monthly magazine.
Working from home (WFH) is no longer a privilege; it's already a standard operating mode for employees and companies globally and becoming essential for an increasing number of local entities. Bill Gates once predicted that as competition for talent gets tougher, "companies that give extra flexibility to their employees will have the edge."
The option of flexible work is not about working less or working more. There are different types of working from home. There is a flexi hours during the working days or flexi weeks to work remotely from home or flexi place with the option to work outside the company. The current global shift toward remote-friendly workplaces requires businesses to establish clear and consistent frameworks for working from and implementing a strategy that keeps everyone aligned, supported, and engaged.
To effectively supervise home employment, managers can deploy four major control tools that are integral to quality control and ensuring effectiveness: drafting inclusive employment contracts, inserting a WFH job description as annex for employee contracts, and implementing internal policy and regulation alongside labor law regulations.
A recent, relevant development is the 2018 enactment of law No. 10 for people with disabilities and its executive regulations, which take into consideration the requirements and rights of special needs employees, as more of these Egyptian workers create value in WFH situations. Consequently, the new law has permitted employees with disabilities to receive extra flexibility in workplace designation, including the facilitation of the work from home option under the company's internal policy and procedure.
Managers need to consider a range of policy modifications as they implement the WFH model:
Thus, it is highly recommended to update the company's internal policies and regulations to adjust to new employment trends, including full time salaried WFH arrangements, temporary telecommuting jobs, and part-time employment.
Companies should make sure the staff knows where to turn if they ever feel isolated, and give teams the tools they need to communicate effectively. After all, in the digital age, it's easier than ever to get in touch with people whether they're in the workplace or at home.
© 2017 - Fri Nov 27 19:46:45 UTC 2020 PwC. All rights reserved. PwC refers to the PwC network and/or one or more of its member firms, each of which is a separate legal entity. Please see www.pwc.com/structure for further details.