Scottish Government hybrid working queries: FOI release

Information requested

• When did Scottish government first introduce a policy on hybrid working for employee?
• Can you provide me with a copy of that policy?
• Can you provide me with the Equality & Diversity Impact Assessment [EQIA] of that policy?
• What data gathering arrangements were put in place as a result of the EQIA to ensure that the policy was not a cause of discrimination or other adverse effect
• Has the policy of hybrid working been amended/adjusted since its introduction?
• If yes, can you provide me with a copy of the amended/adjusted policy
• If yes, has the original EQIA been revisited?
• If yes, have the original data gathering arrangements been revisited?

Response

Firstly, you asked when did the Scottish Government introduce a policy on hybrid working.

The Scottish Government has been trialling hybrid working since the majority of the corporate estate re-opened on 30 August 2021. This has been on a largely informal basis with directorates having flexibility to agree hybrid workstyles locally that best meet the business need and personal circumstances.

The Executive Team further committed to developing a flexible long-term model for hybrid working, reviewing the trial to set out a position on expectations. The Executive Team then confirmed in April 2023 that it had reached a settled position on hybrid working and noted it would be reviewed by April 2025.

As requested I have provided the existing Hybrid Working policy statement for core Scottish Government;

“The Executive Team expects agreements to be reached locally for roles suited to hybrid working. These agreements should ensure colleagues combine working from home with a presence in a workplace (and for some roles, with stakeholders and in communities) each week. This may vary from week to week, depending on business need, and we recognise some roles will be more location-specific than others. For instance, some will have more interaction with colleagues in roles not suited to hybrid working. We must also meet the needs of colleagues who have adjustments in place under equality legislation, or where adaptations are agreed via the employee passport process. If colleagues wish to be office based all the time, this should be accommodated.”

You requested a copy of the Equality & Diversity Impact Assessment [EQIA] of that policy.

I have provided the link from the Scottish Government website which shows the published “Scottish Government core – position on hybrid working Equality Impact Assessment” covering the existing policy.

Scottish Government Core – Position on Hybrid Working: EQIA Results.

You asked what data gathering arrangements were put in place as a result of the EQIA to ensure that the policy was not a cause of discrimination or other adverse effect?

The data evidence is included in the Equality Impact Assessment, which I have provided the link for.

You asked if the policy of hybrid working has been amended/adjusted since its introduction?

As part of the hybrid working review completed, the Executive Team believes we need to further strengthen relationships with colleagues and stakeholders by increasing in-person working and engagement. These connections are considered vital for personal and professional development and to better serve Ministers and the people of Scotland. While hybrid working remains valuable, we believe the current balance needs adjustment to promote collaboration and create a stronger sense of community.

The updated policy was announced on 7 May 2025 and will take effect from October 2025. Before then, the formal consultation period with the Council of Scottish Government Unions (CSGU) has started, and is likely to take until the summer to conclude. The consultation means we will develop policy, guidance and processes working in partnership with union colleagues. Staff networks will also have opportunities to provide input.

If yes, can you provide me with a copy of the amended/adjusted policy?

The amended /adjusted policy is currently going through a consultation period with trade union colleagues, SG colleagues have been made aware of the following;

• The 40% will be applied pro rata, so part-time colleagues or those working compressed hours will work 40% of their hours in person
• The 40% will be averaged over a month, so colleagues can come in more some weeks and less others, depending on need and if agreed with their managers
• The policy will apply to core Scottish Government only
• Diversity and inclusion will remain central to our approach. We will update the guidance on employee passports to ensure they provide options for staff who are unable to attend the workplace for 40% of their time each month. We recognise this will include some disabled staff, colleagues with caring responsibilities and others who require adjustments
• We hope to get an organisation-wide space booking tool to help manage building use across the estate
• Working with our unions, we will develop guidance around how teams can record how they work together in person using ‘team agreements’
• Colleagues may be looking for clarity on how the updated policy will apply to individuals who live far away from their contractual place of work. We know too that dispersed teams aren’t easily able to work together in person regularly. Developing clear guidance for these situations will be a key strand of our consultation with trade unions.

If yes, has the original EQIA been revisited?

I can confirm the original EQIA was published by the Scottish Government on July 2023. The EQIA is currently being revisited.

If yes, have the original data gathering arrangements been revisited?

Again, I can confirm the original data gathering arrangements have been revisited and updated. The updated Equality Impact Assessment is intended to be published by the end of July 2025.

About FOI

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