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Agreement changing a contract of employment for hybrid or home working (Northern Ireland)
Northern Ireland · in English
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Made for use in Northern Ireland
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For an employer and an employee in Northern Ireland who agree that the employee will work partly or wholly from home: a signed variation of the contract setting out the pattern of days, the start date, equipment, any contribution to costs, workstation safety, data security, an optional trial period and how the arrangement can be reviewed or ended, under the law of Northern Ireland. Everything else in the contract stays the same. Signed by both; each keeps a copy.
- Made for use in Northern Ireland
- Last updated October 29, 2026
- Document in English
Where a UK document reproduces the words of legislation or of a government publication — UK, Scottish or Northern Irish — it contains public sector information licensed under the Open Government Licence v3.0.
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When to use this document
- You and a member of staff in Northern Ireland have agreed they will work from home two days a week.
- You want it written down who pays for the laptop and the bills when working from home.
- You want a trial period of hybrid working before making it permanent.
- You want a written change to the employment contract for hybrid working.
What you fill in
The details the document asks for.
- Date
- Employer
- Employer's company number at Companies House (if a company)
- Employer's registered address
- Town or city
- Employer's postcode
- Employee
- Employee's address
- Employee's postcode
- Date the change starts
- Working pattern: which days at the workplace and which at home
- Equipment the employer provides for home working (e.g. laptop, monitor, chair)
- Contribution to home-working costs, if any (amount and how often)
- End of a trial period, if you agree one
- Notice to end the arrangement (e.g. one month's)
- Person signing for the employer
Common questions
- Does an employee in Northern Ireland have a right to work from home?
- No general right. An employee with 26 weeks' service may make one statutory flexible working request in any 12 months, which can ask for home or hybrid working (Article 112F of the Employment Rights (Northern Ireland) Order 1996). The employer must follow the statutory procedure — a meeting within 28 days and a decision within 14 days after it — and may refuse only for one of the business reasons the law lists. The Labour Relations Agency's guide is free. An agreed arrangement is then written into the contract, as here.
- Who pays for equipment and household costs when someone works from home in Northern Ireland?
- Whatever the parties agree, which is why this agreement lists the equipment and any contribution to costs. The employer's health and safety duties, including the display screen equipment assessment, apply to home working too. HMRC's guidance, which covers the whole UK, explains when an employer's payment towards household costs can be made without tax; the agreement leaves the amount to the parties.
- Can an employer in Northern Ireland bring a hybrid working arrangement to an end?
- Only as the agreement allows, or with the employee's agreement. That is why this agreement sets a notice period, a reason in writing and, optionally, a trial period with a review date. Changing an agreed term of the contract without agreement can be a breach of contract. Either side can also ask for a review at any time, and the employee keeps the right to make a statutory flexible working request.
How you can sign this document
- Print it and sign by hand. The signature lines in the document are left blank on purpose — sign on them in ink.
- Sign it yourself with a qualified electronic signature. If you already hold a QES — Evrotrust, B-Trust, StampIT, ZealiD or any qualified provider on the EU Trusted List, on a card, a USB token, in a mobile app or in the cloud — our signing guide explains step by step how to sign this exact file without invalidating it. Step-by-step help, and a way to check it worked
DocMuse sells documents, not legal advice. Acceptance always depends on the recipient's rules and your local law.
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