All about how the hybrid employment contract works

Hybrid employment contracts have been gaining prominence in a scenario of digital transformation and new forms of labor organization. Just as in document management, this model seeks to optimize processes and bring more efficiency to companies and employees, balancing the advantages of remote and in-person work.

What is a hybrid employment contract?

A hybrid contract is a type of agreement that combines features of two or more traditional contract models. In this context, we are specifically referring to the hybrid employment contract, which has become increasingly relevant in a scenario of changing labor relations.

This contract format seeks to combine the advantages of in-person work with those of remote work, providing greater flexibility for both employees and employers. In a hybrid work contract, employees can alternate between working in-person at the company and working remotely, usually from their homes.

The main feature of this type of document is its flexibility. It allows employees to enjoy a work environment more tailored to their personal and professional needs, while maintaining regular communication with the team and the company.

For companies, hybrid work arrangements can bring significant benefits, such as reduced costs for physical space and infrastructure, as well as greater access to talent that would not be available if the company operated solely in an in-person work model.

Furthermore, a hybrid contract can help improve employees' quality of life by providing them with a better work-life balance. Flexible schedules and the ability to avoid commutes can also help reduce stress and increase job satisfaction.

However, it is important to highlight that this contract must be clear and consider the specificities of the functions performed by employees, as in the model we make available for download below.

How does the hybrid employment contract work?

In this contractual model, employees have the opportunity to carry out their activities both on company premises and in their homes or other locations outside the office.

Definition of working conditions

The functioning of a hybrid work contract involves clearly defining guidelines and agreements between employers and employees. It's essential to establish the specific conditions under which the work will be performed, such as the days of the week or hours of the day the employee will be present at the company and the days they will work remotely.

Communication between the parties

One of the keys to the success of this type of contract is efficient communication between all parties involved. Employers must ensure open and effective communication channels so that the team remains connected, regardless of their physical location. The use of digital collaboration tools can be crucial in this process, as can integration with digital contracts and online approval flows.

Productivity

In a hybrid work arrangement, productivity and results are assessed based on previously agreed-upon goals and objectives. Instead of focusing on the number of hours worked, the focus is on performance and actual deliverables. This gives employees greater autonomy, allowing them to organize their time according to their preferences and needs.

Determination of physical and in-person work

It's important to note that hybrid work arrangements don't apply to all roles and sectors. Some activities may require employees to be physically present full-time, while others may benefit from the flexibility this model offers.

Data and information security

Furthermore, the hybrid employment contract requires the adoption of measures to ensure the document security, especially when employees work outside of company facilities. The use of digital certificates, such as e-CNPJ, can be a solution for secure authentication and information protection.

What does the law say about hybrid work?

Hybrid work, although many know it by that name, is legally classified as teleworking, a modality that emerged in 2017 with the Labor Reform.

According to Law No. 14.442, also known as former MP 1.108, teleworking or remote work refers to the provision of services outside the employer's premises, predominantly or not, with the use of information and communication technologies, as long as it does not constitute external work.

Therefore, to adopt hybrid work, it is essential that this modality is properly mentioned in the employee's employment contract. If an employee changes from another type of workday to the hybrid model, they simply need to complete a Contract additive duly registered.

According to the CLT, the provision of services through teleworking or remote work must be expressly mentioned in the individual employment contract, as per Art. 75-C. Furthermore, switching between the in-person regime and teleworking is permitted provided there is mutual agreement between the parties and this decision is recorded in a contractual addendum, as established in §1 of the same article.

Workers working in the hybrid model have all labor rights provided by the CLT, ensuring the protection of their working conditions. Unlike other contractual models, hybrid work can be organized based on work shifts or tasks.

It's crucial that companies pay close attention to labor laws to ensure compliance with established standards. Although there isn't yet a specific chapter or article addressing hybrid work, the rules governing teleworking can be applied to this modality, as long as legal requirements are met.

To properly adopt hybrid work, companies should consult labor law and human resources experts to ensure proper implementation of the model, as well as legal certainty for both employers and employees. Compliance with legal requirements is essential to ensuring a transparent and well-established working relationship.

How does the hybrid regime work?

In this model, employees have the opportunity to alternate between days of work carried out on company premises and days in which they carry out their activities remotely, in locations outside the office.

Adaptability

The main characteristic of the hybrid work system is adaptability. Employees have the freedom to choose where they feel most productive and comfortable to perform their tasks, whether at the company office or at home. This flexibility allows them to balance their professional responsibilities with their personal needs, resulting in a better quality of life and work-life balance.

Cost reduction and talent attraction

With a hybrid work arrangement, companies can also benefit from a number of advantages. By allowing employees to work remotely, the company can reduce costs on physical space and infrastructure, becoming more financially efficient. Furthermore, this arrangement can attract talent seeking greater flexibility in their work routines, just as the digital and sustainable transformation has increased competitiveness between companies.

organizational culture

To ensure the smooth operation of the hybrid system, it's essential to establish an organizational culture that values ​​trust and accountability. Managers must trust that employees will perform their tasks efficiently, regardless of their work location. On the other hand, employees must take responsibility for managing their time and delivering results within the stipulated deadlines.

Work rules

Another important aspect is clearly defining expectations and guidelines for employees regarding the hybrid work environment. Establishing clear rules regarding work schedules, meeting availability, and deadlines is essential to ensuring team efficiency and productivity. Formalizing these rules can be done through contract with digital signature, which guarantees legal validity and practicality.

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