The Work from Home Policy provides guidelines for employees wishing to work remotely. It defines eligibility based on job nature, reasons for telecommuting, and procedures for requesting remote work. The policy ensures that remote work is beneficial for both employees and the company. A Work from Home Policy may also be referred to as a Telecommuting Policy or Home-Based Work Policy.
The work from home policy should include:
We designed our work from home policy to make sure that working from home is beneficial to our employees and company.
This company work from home policy applies to all our employees who prefer working from home.
Employees are allowed to work from home only if their job duties permit it. For example, people who are obliged to come in direct physical contact with customers are not eligible to telecommute under this policy. But, employees who carry out most of their work on a computer can occasionally work off-site.
Employees work from home or telecommute when they complete their work at a place located outside of our company’s premises. They may work from home:
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Work from home arrangements can be occasional, temporary or permanent.
Reasons that could demand telecommuting include but are not limited to:
Other reasons for working from home depend on employees and managers’ judgement.
We advise both employees and managers to consider these elements before asking/approving work from home:
When employees plan to work from home, this procedure must be followed:
Employees who need to work from home for unforeseen reasons (e.g. illness or temporary difficult commute) should file their request as soon as possible, so managers can consider and approve it.
Sometimes, managers and their team members are in a different time zone. When employees need to work from home for unforeseen reasons, they may not be able to get their request approved in time. In this case, they may stay to work from home and notify the HR department. We advise employees to check in with their managers as soon as their manager clocks in.
Usually, work from home arrangements don’t affect employees’ employment terms. If working from home has any effect on compensation and benefits, then HR is responsible to create a new contract.
| Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy. |
What is an example of a work from home policy? The policy offers a structured approach to remote work, detailing eligibility, reasons for telecommuting, and the process for requesting and approving such arrangements. Why is a work from home policy important? It provides clarity on remote work procedures, ensures productivity, and offers flexibility to employees while safeguarding company interests. What should a work from home policy include? It should define eligibility criteria, list valid reasons for telecommuting, and outline the request and approval process. How should employees request to work from home? Employees should submit a request via email or HR system at least two days in advance, with managers considering various factors before approval. Do remote work arrangements affect compensation? Typically, remote work doesn't impact employment terms. If it does, HR will draft a new contract.
