Home working, hybrid working and Civil Service office attendance can sit under different rules. A statutory request may change contractual place of work, while a department’s hybrid arrangement may remain non-contractual and subject to office-attendance policy, business need and role suitability.
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The Civil Service office-attendance context
Current central Civil Service policy expects most office-based staff to spend at least 60% of working time in a government workplace or on official business, with higher expectations for senior managers. Departments apply this through local policies, role requirements and available estate. Individual contractual arrangements and reasonable adjustments still need separate consideration.
Hybrid working is not always contractual home working
A hybrid policy may allow some remote work without changing the contractual workplace. The department may review or alter that arrangement. Contractual home working usually requires clearer terms about workplace, travel, equipment and attendance.
A flexible working request can still be made
An office-attendance policy does not remove the day-one right to request a change. The request should explain the role-based reasons the pattern can work and address face-to-face activity, security, equipment, collaboration and service delivery.
Check what is actually being requested
“Two days at home” may mean a local hybrid pattern, a permanent contractual location change or a disability-related adjustment. State the route and status clearly.
Unlock the detailed home and hybrid working strategy below, including the role-suitability test, office-purpose analysis, 60% attendance planning, security and equipment checks, adjustment exceptions, trial design and wording for policy changes or refusal.
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