1.1 This policy defines the Organization's hybrid work model, which enables eligible employees to split their working time between the Organization's office premises and a remote work location according to a structured, agreed schedule. The hybrid model is designed to combine the collaboration, mentorship, and cultural benefits of office-based work with the focus, flexibility, and well-being advantages of remote work. This policy establishes the expectations, scheduling framework, and responsibilities that apply to employees participating in the hybrid work program, and ensures that the model supports both individual productivity and organizational effectiveness.

1.2 Under the Organization's hybrid model, all eligible employees shall work from the Organization's office premises for a minimum number of days per week as determined by the executive leadership team. The minimum office attendance requirement may vary by department, role, or seniority level and shall be published by the HR department. The remaining working days may be spent at the employee's designated remote work location, subject to the provisions of this policy. The minimum office days requirement reflects the Organization's belief that in-person interaction is essential for effective collaboration, innovation, team cohesion, and cultural development.

2.1 To maximise the collaborative benefits of in-office time, teams shall coordinate their hybrid schedules to ensure meaningful overlap in office attendance. Department heads shall designate anchor days, which are specific days of the week when all team members are expected to be in the office for team meetings, collaborative work, and in-person interactions. The number and selection of anchor days shall be determined based on the team's collaboration needs and business requirements. On non-anchor days, individual employees may choose whether to work from the office or remotely, provided they meet their minimum office attendance requirement for the week.

2.2 Employees shall record their planned work location, either office or remote, for each day of the following week in the Organization's scheduling or desk booking system by close of business on the preceding Friday. This advance planning supports workspace and desk booking management, team coordination and meeting scheduling, facility services planning, and emergency evacuation and headcount management. Changes to the planned schedule may be made with manager notification. The Organization shall provide a desk booking system to manage flexible seating arrangements for hybrid workers who do not have assigned desks.

3.1 Employees and managers should intentionally structure their week to maximise the value of both office and remote days. Office days should be prioritised for collaborative activities such as team meetings, brainstorming sessions, and project workshops, one-on-one meetings with managers and cross-functional partners, mentoring, coaching, and knowledge-sharing activities, client meetings and presentations, and informal networking and relationship-building. Remote days should be prioritised for focused individual work, deep thinking, and task completion, virtual meetings where in-person presence is not required, training, e-learning, and self-development activities, and administrative tasks and documentation. Managers shall avoid scheduling virtual-only meetings on anchor days when the team is together in the office.

3.2 The Organization shall ensure that all meeting rooms used for hybrid meetings are equipped with high-quality audio-visual technology, including cameras, microphones, and displays, that enables remote participants to see, hear, and contribute on an equal basis with those attending in person. Meeting facilitators shall adopt inclusive meeting practices for hybrid settings, including checking in with remote participants regularly, sharing visual materials digitally as well as on screen, using digital collaboration tools for brainstorming and decision-making, and ensuring that remote participants are given equal opportunity to speak. The Organization's IT department shall maintain meeting room technology and provide training on its use.

4.1 Compliance with the minimum office attendance requirement shall be tracked through the Organization's scheduling and access control systems and reported to managers on a monthly basis. Employees who consistently fail to meet the minimum office attendance requirement without valid justification or pre-approved exceptions shall be counselled by their manager. Persistent non-compliance may result in formal modification or revocation of hybrid work privileges, with the employee required to attend the office full-time until compliance is re-established. Exceptions to the minimum attendance requirement for specific weeks may be granted by the manager for valid reasons such as concentrated project work, personal circumstances, or travel.

4.2 This policy shall be reviewed at least every 12 months by the HR department in consultation with department heads, IT, facilities management, and employee representatives. The review shall consider office attendance and space utilization data, employee satisfaction and engagement survey results related to hybrid working, manager feedback on team productivity and collaboration, the impact of hybrid working on organizational culture and employee development, technology effectiveness for hybrid meetings and collaboration, and industry trends and benchmarking data on hybrid work models. Proposed amendments shall be approved by the HR Director and Chief Executive Officer before implementation.