🏠 Remote Work Policy Template

[Organisation Name] supports flexible working where it makes operational sense. This policy explains our approach to remote and hybrid working so that expectations are clear for everyone.

This policy applies to all employees whose role has been agreed as suitable for remote or hybrid working. It does not apply to roles that are site-based or office-based by operational necessity.

Remote working arrangements must be agreed with your line manager and approved by HR. Approval depends on role suitability, performance, and business need.

Remote working is a privilege, not an automatic right, unless your contract says otherwise.

Employees in their probationary period will [insert your approach here. For example: be expected to work on-site for the first 3 months, or will be assessed on a case by case basis].

Employees working remotely are expected to:

Work their contracted hours.
Be contactable and responsive during core hours [e.g. 10am to 4pm].
Attend all scheduled meetings, whether in-person or virtual.
Let their manager know proactively if they will be unavailable during working hours.

Remote working does not mean working flexible hours unless a separate flexible working arrangement has also been agreed.

[Organisation Name] will provide [list what you provide, e.g. laptop, monitor, headset]. Employees are responsible for maintaining a suitable home workspace with reliable internet.

Company equipment must be used in line with our IT Security Policy. Employees must not allow anyone else to access company systems or data.

Employees are responsible for making sure their home workspace is safe and set up properly. [Organisation Name] will [e.g. provide a DSE assessment on request, or contribute up to X amount toward home office equipment].

Managers should keep regular contact with remote employees and stay alert to signs of isolation or burnout. Out of sight should not mean out of mind.

Employees on hybrid arrangements are expected to attend the office [X days per week or month]. Office attendance may also be required for specific events: team meetings, client visits, onboarding activities, and performance reviews.

Attendance requirements may change based on business need. We will give [X weeks] notice where possible.

Remote working arrangements will be reviewed [annually, or at each probation or performance review]. The organisation can withdraw or modify these arrangements where business needs require it, with reasonable notice.

Employees are responsible for: staying productive and available, communicating proactively, protecting company data, and maintaining a safe working environment.

Managers are responsible for: setting clear expectations, maintaining regular contact, making sure remote employees are included in decisions, and keeping an eye on wellbeing.