Authors: Abdullah Ishnaneh and Ahmed El Sayed
Adopting hybrid or remote work triggered several legal conflicts.
Undoubtedly, following the Covid pandemic, the employment market was impacted from many perspectives. Notably, the rapid trend by organizations to let their employees work remotely or change the policies by adopting the hybrid system. The decision to adopt hybrid or remote work triggered several legal conflicts regarding the proper understanding of each party’s rights and obligations, especially with the absence of legal provisions and regulations that frame these mechanisms.
This article by partner, Abdullah Ishnaneh and associate Ahmed Elsayed, focuses mainly on the impact of hybrid and/or remote work from a legal standpoint, covering the legal implications of the introduced mechanisms on both organizations and employees.
Firstly, in any employment relationship, the employer is duty-bound to provide employees with the organization’s handbook and internal policies. Therefore, in such exceptional circumstances, once the company decides to adopt a hybrid or a similar system, it must issue a comprehensive policy to cover all the potential scenarios resulting from the newly adopted mechanisms. By fulfilling this obligation, the hybrid or remote transition will be adopted smoothly, allowing both the employer and the employee to benefit from such introduced flexible mechanisms.
Here are some of the topics that must be settled between the parties.
