The risk assessment for remote workers should consider in particular the psychosocial aspects of remote work. Despite many advantages, remote work also brings about a number of risks, including social isolation, unpredictable working hours and communication challenges. It is essential for employers to take preventive measures to avoid the negative impact of remote work on employees’ health.

Establishing Clear Boundaries Between Private and Work Life

The popularity of remote work is due to its flexibility, allowing employees to integrate domestic and family responsibilities into their working hours. As a result, employees may extend their working hours well into the evening, which can lead to family conflicts.

Employers should clearly define expectations, including time boundaries for work. Employees should be informed that, even with a flexible approach, they must comply with standard working time and rest regulations. It is also recommended to leave home before and after work to symbolically mark the shift in activities.

Communication

Effective communication is key to remote work success. Remote communication can sometimes alter the meaning of messages, leading to misunderstandings and frustration.

Employers should emphasise the importance of how remote employees communicate. It is essential for message senders to consider how their message will be received, especially in terms of understanding its content. Employees should acknowledge that remote communication can sometimes be less clear and lead to misunderstandings. Clear messages and requests for feedback on understanding can positively influence employees’ effectiveness and productivity.

Integration and Building a Team Spirit

Social isolation and a lack of direct contact with coworkers is one of the biggest risks for remote workers. Remote meetings cannot fully compensate for the social life that exists in the workplace.

Employers should support the cultivation of direct contact between coworkers. Organising regular team-building meetings and encouraging offline events, such as subsidising sports or cultural activities, will be especially valuable.

Psychological Health Support

Just as not every employee is suited for teamwork, not every employee will adapt well to full-time remote work.

Employers should clearly communicate to employees that they should not hesitate to report any issues or difficulties related to remote work. If possible, employers should offer the option of on-site work. Additionally, it is worth supporting employees’ mental well-being by funding psychological support and other training to help them manage the psychosocial challenges of remote work.