As of 13 August 2026, AI can only partly write a hybrid working policy for your UK employees.

What to actually do

1. Hand it to a person

   The route this page recommends

   Someone with a licence or accountable authority has to sign this before it counts.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 1 hour until you can act on the result.

   How to actually do it

   1. Open your current contracts, employee handbook, flexible-working arrangements, office attendance rules and equipment or expenses guidance, and gather the parts that the new policy must match.
   2. Write a short fact sheet covering the roles included, permitted working locations, expected office attendance, core hours, approval authority, equipment, expenses, communication and review arrangements.
   3. Check GOV.UK guidance on flexible working and equality obligations, then paste the relevant links or extracts into the chatbot with the fact sheet and the prompt.
   4. Paste the prompt and ask the chatbot to draft the policy, leaving every unknown point as [TO CONFIRM] rather than filling gaps.
   5. Compare each drafted rule against your contracts, existing policies and actual management practice, and replace inconsistent rules or unresolved placeholders.
   6. Send the draft and its flagged legal questions to an employment solicitor or qualified HR professional, then record their changes and approval before publishing it to employees.

   Prompt

   Draft a UK hybrid working policy for [organisation name], covering [employees or worker groups covered], [eligible roles], [office and remote working expectations], [required office days or attendance rules], [how employees request hybrid working], [approval and refusal process], [core hours and availability], [working location and travel rules], [equipment and expenses], [health and safety], [data security and confidentiality], [performance and communication expectations], [review period], [temporary changes], [reasonable adjustments], [carers and other flexibility needs], [absence and contact arrangements], and [how the policy interacts with contracts and existing flexible-working arrangements].
   
   Use plain British English and write for UK employees and managers. Structure the document with headings, a short purpose section, scope, responsibilities, procedure, review arrangements and a version-control section. Distinguish between a policy rule, management guidance and a legal requirement. Do not invent facts, statutory rights, consultation outcomes, contractual terms or approval criteria. Where information is missing, insert [TO CONFIRM] and list the decision needed at the end. Do not state that a rule is legally required unless you can identify the relevant current UK source. Flag any point needing review by an employment solicitor or HR professional, including discrimination, reasonable adjustments, indirect discrimination, flexible-working requests, contractual changes, monitoring, homeworking health and safety, data protection and inconsistent treatment. This is a draft for internal review, not professional advice.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.