Hybrid Work Arrangements: Hidden HR Issues

As hybrid work has become increasingly popular since the start of the pandemic, HR is constantly working to improve hybrid-work arrangements to meet employee productivity standards. What are some of the complications with employees who decide to work hybrid? Here’s the hidden HR issues that will arise with hybrid work arrangements.

Emotional Toll on Inside HR

The added stress of employee hybrid work arrangements is apparent on your inside HR department. You add work for your HR department when you have employees working a hybrid schedule. HR has to manage employees that are constantly coming and going from your building. This task can be stressful when issues need to be addressed or employees need to be seen by HR. A survey recently revealed that HR leaders are more likely to be burned out compared to other employees. Save your HR department the stress and rely on outsourcing your HR requirements through a professional employee organization.

Safety Precautions

Employers still have the duty to protect their employees even if they choose to work from home. You are expected to comply with OSHA regulations regardless of the setting in which your employee works. You should ask your employees to designate a safe office space in their home. Create a safety checklist for your employees explaining the hazards of various office equipment like bundled up electrical cords or unsteady filing cabinets. Even though an employee may feel the safest in their own home, there are still precautions every employee should take when creating an at-home office space. If the employee has children this should be considered when creating their office space. Employers should encourage employees to childproof their office if they have young children. Reminding your employees of the proper safety precautions to take in their home office will prevent tragedies for your remote workers.

Reimbursing office expenses

In certain states, employers are legally required to reimburse their employees for various office expenses. These costs can be applicable to remote workers as well. At the beginning of the pandemic, many remote workers considered their situations temporary, meaning employers did not have to worry as much about paying for an employee’s at-home office supplies. The role of remote work has stuck, and it is legally required in many states for employers to reimburse employees for their remote office supplies. Be sure to check your local laws regarding the responsibility of employers reimbursing their employees.

Interstate issues

Having interstate employees working remotely means that your organization must comply with other state’s laws regarding employee benefits and other amenities. Applying the correct state laws to the correct employee is a daunting task for your HR department. The various states laws can become confusing for your HR team, leading to a higher risk of human error. Tax laws can vary from state to state, making it more stressful for your HR department to complete payroll. Legal consequences can arise if these HR tasks are not completed successfully. Having employees work in different states remotely can lead to stress and consequences for your HR department. Take the stress off your HR department by outsourcing talent that is capable of withstanding the workload.

Performance management

Having employees that work remotely can be harder for your HR team to monitor their performance. Employees experience just as much burnout at home as they do in the office, so it is very important for your team to monitor their productivity and give employees insight to how they are performing. Job duties and expectations remain the same for employees whether they are working from home or from and office. Your HR department must come up with new approaches to give feedback to employees working remotely. Generally, more check-ups are required when an employee works remotely to make sure they are meeting all expectations. There will be new training and development required for your HR team in the future to keep up with the demands of remote workers.


The threat of cyberattacks increase when you employ hybrid workers. On the job site, employers prioritize keeping their networks safe from attacks. How do employers guarantee the same protection when employees are working from home? Establish proper cybersecurity protocol for all your remote workers to better protect your organization’s data. If employees are bringing devices back and forth from the office, you should consider this as a threat to your network. Have your IT department consult with employees regarding the safeguarding of their devices while out of the office. Many employers require remote workers to use a virtual private network (VPN). Whatever strategy you decide, make sure remote employees are following the guidelines you set for your organization, otherwise face major consequences. A cyberattack can cost your organization a hefty sum in recovery and productivity.

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