Employment Relations

- Teleworking

Introduction

In July 2002, the European social partners signed the first “voluntary” framework agreement reached under Article 139. The agreement on telework is now to be implemented within a 3-year period “in accordance with the procedures and practices specific to management and labour” in the respective Member State. The agreement perceives telework as a way modernising work organisation and assisting the better reconciliation of work and family life.

Content of the agreement

The agreement underlines the voluntary character of telework and stresses that teleworkers should be entitled to the same terms and conditions as comparable workers on the employers’ premises (in accordance with existing agreements). It also contains provisions on data protection, employees’ privacy and health and safety. It makes recommendations regarding the provision of equipment and access to training and collective rights. For the full text of the agreement see http://europa.eu.int/comm/employment_social/news/2002/oct/teleworking_agreement_en.pdf.

Implementation of the agreement

With regard to its implementation, the proposed agreement

• contains a commitment of the members of the signatory parties to implement the agreement,
• leaves the choice of the tools and procedures of implementation to the members of the signatory parties in accordance with national practices,
• includes a procedure for reporting on the actions taken to implement the agreement,
• foresees a possibility to review the agreement after five years if one of the signatory parties request it.

Implementation in the UK

On 2 September 2003, CBI, TUC and CEEP UK, together with the DTI launched new guidance on Teleworking, aimed at assisting employers and employees in getting to grips with the practical issues surrounding this increasingly popular, flexible form of working.

The UK was one of the first European Union countries to implement the joint teleworking agreement reached by the European social partners – UNICE, ETUC and CEEP - in July 2002. The guidance has been agreed between the CBI, TUC and CEEP UK, and issued jointly with support from the Department of Trade and Industry.

The guidance recognises teleworking as a progressive method of organising work that can benefit both employers and their staff. Employers can recruit from a wider pool of applicants, unrestricted by geographical considerations, in addition to a reduction in costs of office accommodation. In turn, employees are able to reduce time spent commuting and enjoy a better work-life balance.

Current teleworking practices amongst public sector employers have shown increased staff satisfaction and higher retention rates, leading to enhanced productivity. For local authorities, teleworking offers the opportunity to bring services closer to the community via the potential for enhanced regional provision. Some authorities are already advanced in this area - the teleworking policy developed by East Riding of Yorkshire Council won the SOCPO/The MJ Achieving the Balance Award 2003, and is available from the EO website at: http://www.lg-employers.gov.uk/relations/ceep/cases.html.

Good practice

UNDER CONSTRUCTION – this page will contain examples of stress management standards implemented by CEEP UK members.

Back to top