The Covid-19 pandemic triggered a series of significant transformations in the most diverse spheres of society. In the field of business management, it could not have been any different: the restrictions imposed at the time encouraged the adoption of new hiring and flexibility models so that companies were able to adapt to the crisis, without having to close your doors, and one of them was the hybrid contract model.
That's why we've prepared this article on the topic: throughout this reading, you'll learn everything about what exactly the hybrid employment contract is and how it works, as well as gain insights into how companies can implement it effectively.
If you're interested in understanding how this flexible approach can benefit both employers and employees, read on for valuable information and practical tips.
The return of in-person work in companies and the adoption of the hybrid employment contract
With the advancement of vaccination and the decrease in Covid-19 cases in many places, companies gradually began to consider returning to in-person work activities. However, since the dynamics of society had already been drastically transformed, this return could not be a simple resumption of pre-pandemic practices.
For this reason, large and Small business, recognizing the need to balance the safety and health of their employees with growing expectations for flexibility in the workplace, found themselves compelled to adopt new contractual practices: and thus, the hybrid employment contract model began to gain strength in the scenario corporate.
The hybrid work model emerges as an effective response to this challenge. By combining physical presence in the office with the possibility of working remotely, this innovative hiring model allows professionals to enjoy greater flexibility in their work routines.
This balance between in-person and remote not only addresses health security concerns, but also addresses important issues such as employee well-being and the search for greater work-life balance.
What is a hybrid employment contract?
The hybrid work model combines the best of two worlds: the traditional physical presence in the corporate environment and the convenience of working from home. This employment strategy offers a versatile work structure, allowing employees to alternate between the company environment and the comfort of their homes or any other space that favors their productivity and well-being.
By adopting the hybrid work contract, professionals enjoy face-to-face interaction and the synergy generated in corporate spaces, while maintaining the option of working remotely, adapting their routines to personal and professional demands. This not only facilitates a healthier work-life balance but also meets demands for flexibility.
In this arrangement, the autonomy to choose the workplace — be it the office, home, coworking spaces or other productive environments — is a key point, as is the freedom to define schedules that harmonize with the needs of personal life, always respecting the commitments and results expected by the organization.
How does the hybrid work system work?
The transition from a conventional employment contract to a hybrid employment contract begins with a mutual agreement between the employer and the employee. It is in the contract that it is established which days of the week the employee will be in the office and which days of remote work will be. Furthermore, working hours can also be adjusted according to individual needs.
Under this modality, digital communication and collaboration tools play a crucial role in coordinating projects and maintaining team cohesion.
Virtual meetings and document sharing are common practices, in which employee performance evaluations are carried out with a greater focus on established goals and the customer service of the results achieved, instead of simply counting the hours worked.
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What does the legislation say about hybrid employment contracts?
From a legal point of view, specific legislation on hybrid employment contracts varies from country to country – but there are still many cases in which there is no direct regulation for this work model.
In Brazil, the regulation of hybrid work still needs to be discussed, but it is already possible to define some basic guidelines based on the terms of the law on teleworking/remote work:
The CLT defines that both remote work and teleworking are forms of providing external services that, like any other, must be formalized contractually. It is worth noting that the term “home office” appears specifically in the text – however, it can be understood as work carried out at home, if the employee in home office is following the guidelines established for teleworking or remote work.
The terms set out by 14.442 Law establish as teleworking or remote work the provision of services carried out outside the employer's premises, through the use of information and communication technologies.
There is also a division into three categories of teleworking: teleworking by task, teleworking by production and teleworking by shift. Of the three, only the last is subject to journey control.
The law also says that hybrid work, despite partly occurring within the company's facilities, still falls within the remote work regime, as can be seen by reading the following excerpt:
“§ 1. Attendance, even if habitually, at the employer’s premises to carry out specific activities that require the employee’s presence at the establishment does not distort the teleworking or remote work regime.”
It is important to highlight that, for the purposes of the law, work that is carried out at home due to adverse situations, such as floods, strikes and others, should not be considered as teleworking or home office – therefore eliminating the need for formalization in a contract.
In any case, the general principles of labor law still apply to hybrid employment contracts – it is therefore important to remain aware of constant developments in labor laws and regulations.
In general, there are some points to pay attention to, although they may vary depending on the jurisdiction.
Basic labor standards
Regardless of the model adopted, basic employment standards, such as minimum wage, working hours, holidays, medical leave and others, must be adopted in each and every employment contract, in accordance with local labor laws.
Safety at work
The responsibility for safety in the workplace, including remote work environments, always lies with the employer, who must ensure that employees have a safe and healthy environment to perform their duties.
Data protection and privacy
In many countries, companies must comply with data protection laws when allowing employees to work remotely, ensuring the privacy and security of their confidential information.
Finally, when entering into a hybrid employment contract, it is worth highlighting the importance of consulting a labor lawyer in order to obtain specific guidance for your jurisdiction, as laws and regulations may change over time – especially if we consider that this model It is still recent, and discussions about it are still maturing.
What are the best practices for a hybrid employment contract?
Along with a huge range of advantages, the hybrid working model also presents new obstacles and challenges, especially with regard to transforming internal culture and maintaining information security.
Below, we highlight some practices strategic that can help managers adopt hybrid work in their organizations in a safe and productive way.
GED
A document management system represents an essential support tool for maintaining secure and effective digital file storage and sharing dynamics.
Cloud solutions
Cloud solutions are essential tools to deal with the progressive demand for access to different systems and data in companies. When dealing with remote work, this feature becomes even more indispensable – after all, files can be manipulated from anywhere and at any time.
VPN
The adoption of a VPN (Virtual Private Network) in hybrid work is essential to guarantee the security and privacy of corporate data, protecting employees' connections when they are working remotely or in public places.
Appropriate infrastructure
Adequate infrastructure is essential for hybrid work, ensuring reliable connectivity, cybersecurity and accessibility to company resources.
Electronic signature
The adoption of an electronic signature platform is, without a doubt, one of the most valuable instruments for companies seeking to successfully implement the hybrid work model.
The ability to sign documents electronically not only saves time and resources, but also promotes operational efficiency and data security, crucial factors in a work environment that spans physical offices and remote spaces.
Therefore, if you intend to implement hybrid work in your company, we invite you to discover ZapSign's electronic signature solution, a reliable platform that simplifies the management of documents and electronic signatures in any work scenario, whether in person or remotely. .
Click here to learn more about this solution and discover how we can facilitate your transition to a more flexible and efficient work environment!
