WFH: Technological innovation has introduced a new vision in the world on the efficiency of the work of professionals with specific activities; therefore, we have found the work-from-home format on the market or, as it is better known, the home office.
As a business strategy to optimize work and maintain the motivational standard of employees, some companies have adopted a system that allows professionals to complete their workday without necessarily being present at the company.
This post will discuss this trend, its legal application, and how it can favor both the company and the employees. We’ll also cover how to implement it correctly, so it’s a successful strategy in the end!
Work-From-Home Concept
Work from home walks with the evolution and trends of the future. Professionals with activities that can be performed remotely are allowed to work in an environment outside the company and still generate the same expected results.
Companies that adhere to this format usually have many strategic projects in their scope, which require a detailed and well-structured analysis before any application.
The professionals involved have an analytical and creative profile; therefore, based on technical and theoretical knowledge, they enable remote work, as long as it is digitally connected to facilitate communication and the exchange of information.
The Legislation Applicable To The Type Of Work
The legislation ensures that a work-from-home employee has the same rights as those who work directly within the company. The modality is already regulated by the CLT (Consolidation of Labor Laws) and guarantees the application of labor and social security in the same way.
The employment contract must contain everything agreed upon between the parties — provision of equipment and mutual responsibilities for expenses generated with electricity and internet, for example.
In addition to information about the infrastructure and all the material needed to carry out the activities, the contract must also make it clear that there is no limit on hours worked and overtime pay for this type of work modality.
All the benefits that a regular employee of the company has will be granted to those who work in a work-from-home regime, except for transportation vouchers, due to their working conditions. If he needs to travel to the company, the company will be obliged to provide the benefit.
Benefits For Companies And Employees
Only some employees can work from home. Therefore, the company in the implementation phase must be equipped with the correct arguments to avoid animosity between the teams.
Certain activities require their machinery on-site, with practical and immediate results, making it impossible to move to another space other than the company’s premises.
The option to authorize professionals to work at home or in any other space besides the organization must comply with basic compensatory premises for both parties. Let’s meet some of them!
Greater Productivity
Productivity leads to profitability and, consequently, to greater and better visibility of the company in the market and appreciation of the brand. Relying on professionals who help reach this level is one of the organizations’ goals.
By allowing an employee to work from home, the company will feed the motivational field with the freedom to create and the response time determined in the previously agreed project proposal, but without the daily pressure imposed on the conventional journey.
Expense Savings
Sending a certain number of professionals to the home office modality will help reduce significant expenses with transportation, food, structure maintenance, and electricity (one less workstation for each employee), among others.
The company will only have to pay what is foreseen and agreed upon in the employment contract, which is favorable since it is impossible to measure the monthly expenses of bills by consumption effectively.
Talent Retention
In addition to evolving with artificial intelligence applied to various types of segments, the technological era has also helped to develop the cognitive intelligence of users, who, defined by generations, rely on digital transformation and virtuality to stay connected full-time.
There are many talents contemplated by a differentiated intelligence that are no longer attached to any work proposal. With that, I tend to choose the one with greater daily flexibility to balance professional and personal life, prioritizing well-being and quality of life. Life. So they quit slowly.
Tips On How To Perform A Successful Deployment
Keeping employees close, under the eyes of management, can be an obstacle for companies that want to join this trend. It is necessary to change the conception of the employee x employer relationship and evaluate the pros and cons of adherence.
That done, it’s time to analyze some essential topics for a successful implementation, which generates positive results for everyone involved without, however, changing the essence of the company so that the values are not lost in the middle of the road and the focus on the goals to be achieved.
Employee Profile
Start analyzing the deployment format by the profile of employees who may be able to migrate to the new modality. They must be professionals with independent activities projected in the medium and long term who can perform the work from any remote station.
Have Rules About This Practice
As much as work-from-home activities seem like an invitation to work less and earn more, it must be clear that there are rules and deadlines to be met.
An employee working from home must respond to messages or emails during the daytime or appear at the company when his presence is requested.
Analyze Each Case
Even if a team of employees is working on the same project, not everyone can work outside the company. The decision will depend on the activity carried out at the moment, the employee’s profile (some profiles need close monitoring), and the available structure.
The location where a certain employee resides does not have, for example, internet services favorable to a fast and efficient connection, which could hinder the progress of activities.
Also Read: Data-Driven Culture: Why Adopt It In Your Company?
