Purpose

The purpose of this study is to examine the practical and legal complexities associated with tele-homeworking in the context of the UK Equality Law. First, the paper provides a background to the recent growth of tele-homeworking as a result of the COVID-19 pandemic, outlining the tenets of the UK Equality Act 2010 and referring to additional legislation pertinent to the ensuing discussion. Second, illustrative case law relevant to the UK Equality Law is put forward to demonstrate the potential challenges that employers and employees might encounter with continued and longer-term tele-homeworking arrangements. Third, the paper outlines implications for employers and human resource managers in terms of policies and practices that might shape the nature of the employment relationship.

Design/methodology/approach

This study is based on a review of the literature and an examination of UK case law applicable to tele-homeworking, taking into consideration equality, diversity and inclusion concerns in the workplace.

Findings

Remote working can be beneficial to both employers and employees. However, there are a number of significant concerns surrounding the management of tele-homeworkers in the aftermath of the pandemic that can act as a stimulus for legal disputes around discrimination, infringement of human rights and breach of contract claims. Several policy implications surface from the analysis that relate to equality and fair treatment associated with both current and future work arrangements.

Originality/value

The paper is significant in offering legal insights into how the UK Equality Law relates to the complexities associated with the management of tele-homeworkers. The study also highlights how return-to-office undertakings might need to consider wider legal issues. COVID-19 and its repercussions have demanded the reorganisation of work, which can give rise to a greater possibility of legal challenges and the study highlights the importance of employers undertaking an evaluation of their equality practices and complying with the legal framework.

中文翻译：

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英国平等法对远程家庭工作的影响：COVID-19 及以后

目的

本研究的目的是在英国平等法的背景下检查与远程家庭工作相关的实际和法律复杂性。首先，该文件提供了最近因 COVID-19 大流行而增长的远程家庭工作的背景，概述了 2010 年英国平等法案的原则，并提到了与随后讨论相关的其他立法。其次，提出了与英国平等法相关的示例性案例法，以证明雇主和雇员在持续和长期的远程家庭工作安排中可能遇到的潜在挑战。第三，本文概述了可能影响雇佣关系性质的政策和实践对雇主和人力资源经理的影响。

设计/方法/方法

本研究基于对文献的回顾和对适用于远程家庭工作的英国判例法的审查，同时考虑到工作场所的平等、多样性和包容性问题。

发现

远程工作对雇主和雇员都有好处。但是，在大流行之后，围绕远程家庭工作者的管理存在许多重大问题，这些问题可能会引发围绕歧视、侵犯人权和违约索赔的法律纠纷。从与当前和未来工作安排相关的平等和公平待遇相关的分析中可以看出一些政策影响。

原创性/价值

该论文在提供有关英国平等法如何与与远程家庭工作者管理相关的复杂性相关的法律见解方面具有重要意义。该研究还强调了复职企业可能需要如何考虑更广泛的法律问题。COVID-19 及其影响要求对工作进行重组，这可能会增加面临法律挑战的可能性，该研究强调了雇主对其平等做法进行评估并遵守法律框架的重要性。