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    ATTENTION ALL DIFC FIRMS: Have you considered your BSP & implemented a WFH policy?

    Covid-19 has sparked a revolution in the work from home (WFH) scenario and one thing for certain is it’s here to stay.

    A surprising number of firms have still not implemented any formal WFH process leaving them vulnerable to potential risks. Detailed WFH policies and clear communications are key to productivity, accountability and good governance.

    If you’re considering going remote, you must consider implementing a WFH policy as part of your wider BCP processes. In this article, we’ll share with you some of the pertinent matters’ firms should be thinking about.

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    General Matters

    A thorough WFH process should consider such matters as:
    • Supervisory framework.
    • Agreeing work and rest times.
    • Whether any changes are required to the Contract of employment.
    • Productivity and performance.
    • Availability and response time.
    • Interruption from work.
    • Rotation plans.
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    Security & Confidentiality Protocol

    Data security will be a major concern for many firms. Your WFH policy should cover such matters as:
    • Remote access requirements and protections.
    • Measures to address IT Breaches.
    • Anti-malware software.
    • Use of company laptops.
    • Other family members using company computers.
    • Printing security.
    • Transferring data to local drives.
    • WLAN connections.
    • Phishing risks.
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    Health & Safety Protocol

    • General hygiene guidance.
    • Ventilation at home .
    • Ergonomic criteria’s such as screen adjustments, lighting, chairs.
    • Other people in the vicinity.
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    Other Considerations

    • Reinforce the firm’s ethical code. Since virtual organizations usually lack a formal legal infrastructure, having a code of ethics is even more important.
    • Establish a protocol for Leave of Absence (LOA). Although your employees won’t be working on-site, they’re equally susceptible to illnesses and vacations. Does a remote employee remain entitled to the same number of leaves as an on-site one?
    • Availability expectations and working hours In addition to working off-site, are your employees provided with the flexibility to set their own hours? How will that be managed among geographically distributed teams? A second complication might come up if your employees are paid by the hour. WFH employees are known to inadvertently work longer hours.
    • Compensation and Benefits. Will the compensations schemes remain unchanged?

    What should firms do immediately

    The above are just some are of the risk factors compliance departments need to be aware of. Firms should consider implementing a work from home policy and processes to ensure expectations are met. Laws, rules, temporary government directives and best practice must be clearly communicated to staff.

    The policies should include matters such as using and storing confidential information and data, regulating the use of personal devices for work purposes, communication monitoring; health and safety and rules related to performance management, working hours and reporting requirements.

    Compliance departments must enhance their monitoring and ensure the implementation of functional and flexible policies to facilitate WFH that will allow businesses to adapt with ease and to be prepared if further government restrictions are imposed.

    How We Can Help

    Our team consists of UK qualified lawyers and compliance officers that have assisted numerous DIFC entities in adapting their work from home policies. We have formulated detailed assessments and remedial plans to address all areas of weakness.

    We can help you assess, identify and mitigate your risks by providing a comprehensive review of your firms BCP and WFH arrangements and stress test them for robustness. We can help you plan and implement efficient policies, processes and SOPs to complement your existing compliance frame work.

    Should you require any assistance regarding your current processes, please contact our office on +971 4 320 7322 or email us at info@unitasadvisory.com and one of our consultants will be happy to assist.