Employment Contract Template for Hybrid Workers (UK 2026)

Employment ContractHybrid Worker

Last updated: February 2025

When You Need This Contract

Hybrid working contracts must balance flexibility with clarity, defining which days are office-based and which are remote, how the pattern can be varied, and what happens when business needs require changes to the agreed schedule. The contract should address equipment for both locations, hot-desking arrangements at the office, and the data security implications of regularly transporting work devices and documents between home and office. Clear terms prevent disputes about attendance expectations and working patterns.

Key Clauses

  • Hybrid working pattern specifying office and remote days
  • Pattern variation process for both employer and employee-initiated changes
  • Equipment provision for both office and home working locations
  • Hot-desking and office space booking arrangements
  • Data security for transporting devices between locations

What to Watch Out For

  • Not specifying the agreed hybrid pattern with sufficient clarity, leading to disputes about office attendance expectations
  • Failing to include a variation mechanism allowing the employer to adjust the hybrid pattern for legitimate business reasons

Sample Clauses

  • Sample hybrid pattern clause: 'Your standard working pattern is [X] days per week in the office and [Y] days working from home. Your standard office days are [days]. This pattern may be varied by mutual agreement with [X] weeks notice, or by the Company for legitimate business reasons with [X] weeks notice.'
  • Sample equipment clause: 'The Company will provide a laptop suitable for use at both the office and home. A monitor, keyboard, and chair will be provided for your home workspace. Hot-desking facilities including monitors and docking stations are available at the office. You are responsible for safely transporting Company equipment between locations.'

FAQ

Can I change a hybrid working pattern once it is agreed in the contract?

If the contract includes a variation mechanism, the employer can adjust the pattern for legitimate business reasons with reasonable notice. Without such a clause, changing the agreed pattern requires contractual variation with the employee's consent. Include flexibility from the outset by specifying that the pattern may be reviewed quarterly and adjusted with appropriate notice. Unilateral changes without contractual authority risk constructive dismissal claims.

Who pays for equipment needed for hybrid working?

There is no statutory obligation for employers to provide home working equipment, but it is best practice and increasingly expected. The contract should specify what equipment the company provides for home use, who is responsible for broadband costs, whether the employee can claim tax relief for home working expenses, and the process for returning equipment if the arrangement changes or employment ends.

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This is guidance for UK businesses, not legal advice. Templates are illustrative. Consult a solicitor for complex matters.

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