You may work from home part of the week, provided your line manager agrees that it is compatible with SLU’s needs and your tasks.
“Working from home” is defined as regularly working from your own home, or another place that is not your main place of work, while still being covered by insurance. The other place of work must be agreed with your line manager, and it must be located in Sweden.
The SLU guidelines on working from home are based on the following:
- It is our task to deliver courses and programmes, research och environmental assessment of the highest quality.
- We want to be an attractive employer, attracting and keeping the best-skilled employees.
- We want to offer a work environment that encourages top performance and offers employees the chance to balance work and private life.
Main place of work
Physical workplace on SLU premises.
Working from home
Work regularly carried out in an agreed place, outside SLU premises, one or more days weekly, in Sweden.
The place where the employee, after agreeing on this with their manager, can carry out work, normally the employee’s home. An employee and their manager can agree on a temporary second home workplace.
Working from home temporarily
Work occasionally carried out from a place other than the main place of work. This does not need a written agreement.
The employee and their manager must, together, define what tasks aresuited to working from home and agree on how to document and follow up on this work. Factors that may influence where a task can be performed are the need for security and secrecy, the need for service available at the main place of work, opening hours, and lab or clinical work.
Certain tasks can only be carried out at the main place of work. This includes seeing students and the public, and tasks involving certain risks.
The guidelines for working from home are primarily aimed at employees with office-hours agreements.
The main rule is that employees should not work from home more than two days a week, or 40 per cent of their working hours.
The employee must be available the same way as when they are at their main place of work and contribute to maintaining contacts with colleagues, students and stakeholders.
Working from home requires a written agreement between the employee and their line manager. Such an agreement is valid until further notice, with a mutual period of notice of one month. If the agreement is broken, it can be terminated with immediate effect.
The employer is responsible for the employees’ work environment, regardless of where the work is carried out. The Work Environment Act och the Swedish Work Environment Authority regulations apply also when working from home.
It is the responsibility of the manager to ensure that the home workplace is functional and ergonomic and that the employee can work undisturbed. SLU provides employees with a mobile phone and a laptop. Normally, no other equipment is supplied.
In case of work environment problems, the employee must inform their line manager. It is the responsibility of both employees and managers to make sure they have a well-functioning dialogue about the work environment at the home workplace.
If necessary, the employer and a health and safety representative must be granted access to the home workplace to ensure that the work environment is satisfactory; this must be done in consultation with the employee, in a suitable manner.
Insurance and security
The employer cannot ensure the home workplace. An agreement on working from home, therefore, requires that the employee has home insurance.
Security and secrecy
The IT and information security requirements that apply on SLU premises also apply when working from home. Unauthorised persons may not use the IT equipment provided by SLU.
Who makes the decision to allow working from home?
It is always the employee’s line manager who decides what tasks can be performed from home. Allowing an employee to work from home must always take operational needs into account.
How is this assessed?
The assessment will be based on organisational conditions, the employee’s tasks, personal ability and suitability. Working from home is voluntary, and no one can be forced to do it.
Why can SLU not provide equipment for the home workplace?
Because we do not believe that is what the taxpayers’ money should be used for.
Why is there a limit of two days per week for working from home?
Because work should primarily be carried out at the main place of work, i.e. on SLU premises. Employees meeting at the place of work has added value in that it facilitates and contributes to cooperation within and between different groups, improved working methods, informal exchange of knowledge, spontaneous meetings and social interaction with colleagues. Given this, employees should be present at their main place of work most of the time.
How do you sign an agreement on working from home?
Before a line manager and an employee sign an agreement regarding working from home, there needs to be a consensus between the manager and employee on the conditions for working from home. The guidelines for working from home contain information of the conditions for working from home. The form individual agreement regarding working from home at SLU is filled in, signed by the manager and employee and saved at the department / equivalent. Managers have access to the form on the manager portal.
Is it possible to work from home if your home is abroad?
No, working from home is only possible within Sweden. As a public authority, we can only exceptionally allow staff to work from abroad, and this must then be regulated under separate arrangements.
Can a café be used as the home workplace?
No. For safety and work-environment reasons, public premises must not be used as the home workplace. SLU would not be able to ensure that the work is carried out in a manner that is professional and guarantees legal certainty, or in a way that may negatively influence the public’s trust in us.
Can an employee be issued two laptops to avoid having to cart one to and from the office?
No. A laptop counts as mobile equipment and can easily be transported by the employee between their main place of work and the home workplace.
Can an employee be reimbursed for additional costs at home as a consequence of working from home?
No. SLU will not reimburse any additional costs such as Internet connection or electricity consumption.
Who is responsible if the employer’s equipment is damaged in the home workplace?
SLU is responsible for any damage or loss of equipment, the same way as if the damage occurred in the main place of work.
Why do I need home insurance if I’m working from home?
SLU cannot insure the home workplace or pay compensation for damages to the employee’s private property. It is the responsibility of the employee to take care of the equipment and exercise caution.
How do I report near-accidents or work injuries?
Accidents in the home workplace must be reported according to the same guidelines as accidents in the main place of work. Work injuries and near-accidents must be reported in the IA system.
What are the information security requirements?
They are the same as in the main place of work. Tasks with high information security requirements should not be carried out in the home workplace
If you have questions regarding working from home, please contact your line manager. If you have questions regarding the content of this page, contact PAVD-WEBB@slu.se. For other questions, contact the Division of Human Resources.
Guidelines when working from home (only in Swedish)