Remote work is here to stay. Increased employee demand for the perk — not to mention the convenience it offers and its impact on office space spending — has convinced many companies to make remote work a key part of their offerings. But it’s not just about setting up a remote login. It’s essential to define expectations when employees work from home. This guide takes you through the ins and outs of developing a working-from-home policy for your organisation along with an example policy you can use as a starting point.
Work-from-home (WFH) policies define the rules and regulations companies expect remote workers to follow. They set expectations and outline resources at an employee's disposal to help ensure work operations run as smoothly as possible.
Implementing a work-from-home policy has several advantages that can help your business succeed, including:
While the specifics vary from company to company, the essentials of a working-from-home policy are the same. Keep the below pointers in mind while crafting a policy that works best for your company.
Remote and traditional office workers receive the same employment rights under UK law. However, there’s no legal right to a work-from-home arrangement. Workers have the right to request these accommodations but employers have the final say in who can enter the programme.
Your policy should clarify the type of employee the company would trust to work from home. Generally, you want someone with the tools, home office space and motivation to thrive outside the office. It’s also important to consider the scope of the role and whether the duties of the position can be adequately performed at home.
Work-from-home positions rely heavily on seamless technological integrations. An outdated laptop or a weak internet connection can hinder work-from-home progress. Detail the minimum equipment standards, as well as what your company plans to offer to support work-from-home setups, in your policy.
Accessing sensitive company data offsite can open up security risks for your company. Create a process for handling important information to mitigate the possibility of leaks or hacks. It’s also a good rule of thumb to ensure that employees have a minimum level of cybersecurity to defend against any hacking attempts.
Monitoring employees’ success in a remote arrangement is vital for determining whether it’s right for them. Decide how you plan to track performance, whether that’s through regular meetings, setting performance-related benchmarks or installing software to monitor remote work. Whichever method you use, be sure to detail expectations and procedures in the working-from-home policy.
Avoid vague language. Be direct and to the point when writing your policy. Offer details that give remote employees what they need to fully understand each point of the policy and leave little room for interpretation.
