Jurisdiction(s):
United Kingdom

Related legal acts

Key definition

ACT definition

What does ACT mean? In corporate and banking practice, ACT usually refers to the Association of Corporate Treasurers, the UK-based professional body for corporate treasury professionals, rather than a statutory “Act”. It is not defined in legislation or case law; the acronym is market terminology used in transaction documents and governance materials. The Association of Corporate Treasurers promotes professional standards in liquidity management, funding, cash and risk management, foreign exchange and derivatives. It publishes guidance and a code of ethics and awards recognised qualifications (including AMCT and FCT). In legal contexts, references to “ACT-qualified” personnel or to ACT good practice may appear in treasury policies,...

Hybrid Working Arrangements: Employer Legal Risks, Policy Design and Implementation: Contracts, Health and Safety, Equality, Tax, Data Protection, Monitoring and Flexible Working Requests

Published by a LexisNexis Employment expert

Practice notes

This Practice Note

This Practice Note explores the legal and practical considerations for Employers regarding hybrid working—also referred to as agile, blended or split working patterns—where employees spend part of their time in the Workplace and part working remotely, whether at home or elsewhere. It can be differentiated from full homeworking, in which the individual works exclusively from home, though many organisations have long operated limited homeworking arrangements. Hybrid working developed out of the coronavirus (COVID-19) pandemic, a period when large numbers of staff worked wholly, or largely, from home, and it is anticipated that many will continue to do so for a portion of their hours, while attending their usual workplaces for the balance. An employer’s stance on hybrid working will depend on multiple variables, most notably the nature of the organisation and its activities. For instance, an office-based business may find it relatively simple to extend hybrid options to the majority of its workforce. In contrast, a manufacturing employer with operational or site-based roles (that cannot be performed from home), alongside office roles (that can be undertaken remotely), will face different considerations and limitations in implementing such arrangements and policy design will need to reflect these operational realities in practice...

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Web page updated on 22/05/2026

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