VV Info Ltd – Hybrid Working Policy

1. Policy Statement

VV Info Ltd is committed to supporting flexible working arrangements while ensuring business efficiency, client satisfaction, and employee wellbeing.

This Hybrid Working Policy is designed in accordance with UK employment law and ACAS guidance, ensuring fairness, consistency, and transparency in how hybrid working is applied across the organisation.

2. Scope of Policy

This policy applies to:

• all employees of VV Info Ltd based in the United Kingdom;
• permanent and fixed-term employees, subject to eligibility criteria.

This policy does not form part of any employee’s contract of employment and may be amended at the Company’s discretion.

3. Definition of Hybrid Working

Hybrid working refers to a working arrangement where employees divide their working time between:

• the Company’s office premises; and
• an approved remote working location, typically the employee’s home.

4. Hybrid Working Model

5. Eligibility

Hybrid working is not an automatic right and is subject to approval.

6. Right to Request Flexible Working

Employees may submit a formal flexible working request in line with UK statutory rights.

VV Info Ltd will:

• consider all requests reasonably;
• respond within statutory timeframes;
• provide clear business reasons if a request is declined.

7. Working Hours and Availability

Employees must:

• be contactable during working hours;
• attend all required meetings, whether virtual or in-person;
• accurately record working time where required.

8. Performance and Accountability

Hybrid working arrangements are subject to ongoing performance monitoring.

Employees are expected to:

• maintain productivity and output standards;
• meet deadlines and deliverables;
• communicate progress effectively.

Managers will assess:

• quality of work;
• responsiveness;
• collaboration and engagement.

Failure to maintain required standards may result in review or withdrawal of hybrid working arrangements.

9. Communication Requirements

Employees must:

• participate in regular team meetings;
• provide updates on work progress;
• use Company-approved communication tools.

Lack of communication may be treated as a performance concern.

10. Health and Safety (UK Compliance)

VV Info Ltd has a legal duty of care under the Health and Safety at Work Act 1974. Employees working remotely must take reasonable care of their own health and safety and cooperate with Company processes.

Employees working remotely must:

• ensure their workspace is safe and suitable;
• complete any required workstation or display screen equipment assessments;
• report any work-related health or safety concerns promptly.

The Company reserves the right to:

• request evidence of a safe working environment;
• ask employees to complete health and safety assessments;
• review remote working arrangements where health, safety, wellbeing, or business concerns arise.