Remote Work Policy Template

[Company name] Remote Work Policy
Version: [1.0] · Owner: [People team] · Effective: [date] · Review: [12 months]

1. Purpose and scope

This policy sets out how remote working operates at [Company name]. It applies to all employees whose role can be performed remotely and to any employee working from home on an ad-hoc basis.

2. Eligibility

• Remote work is available where the role allows and subject to manager approval.
• Employees must have completed [probation / a minimum of three months] before requesting regular remote work.
• Certain roles require on-site attendance ([examples]); those teams follow their own schedule.
• Requests are reviewed [twice yearly] and may be adjusted if business needs change.

3. Working hours and availability

• Core collaboration hours are [10:00–16:00] local time; employees must be reachable and responsive during them.
• Standard contracted hours remain [e.g. 37.5 per week]; remote work does not change them.
• Employees record [time / outcomes] as they would on-site and inform their manager of any schedule changes.
• Time-zone differences must be agreed in advance where they affect collaboration.

4. Workspace expectations

• Employees are responsible for a safe, private workspace with reliable internet.
• A minimum connection of [e.g. 25 Mbps] is required for video calls.
• [Company name] does not reimburse domestic utilities unless required by local law.

5. Equipment and expenses

• [Company name] provides a [laptop and essential peripherals] and remains the owner of that equipment.
• Employees may claim up to [$X] for [a chair / monitor / desk] once, on approval.
• Internet or phone allowances of [$X per month] are paid where the role requires [regular calls / dedicated connectivity].
• Equipment must be returned on leaving the company.

6. Security and data protection

• Company data is accessed only through [approved devices, VPN and MFA].
• Employees must not use public or unsecured networks without the company VPN.
• Screens must be locked when unattended and company devices must not be shared.
• Report any suspected security incident to [security@company.com] within [24 hours].

7. Communication and meetings

• Employees keep calendars current and set status to reflect remote or on-site days.
• Meetings should work for remote participants by default; cameras are encouraged but not mandatory.
• Decisions are recorded in [shared doc / tool] so asynchronous colleagues stay informed.

8. Performance and review

• Performance is assessed on outcomes, not on hours online or presence.
• Managers hold the same [monthly 1:1] cadence for remote and on-site staff.
• Persistent performance concerns are handled through the normal [performance process].

9. Hybrid addendum (optional)

• Where the company operates a hybrid model, employees are expected on-site [2–3] days per week, including anchor days [Tue–Thu].
• Desks and rooms are booked through [Reservete / booking system]; bookings must be checked in or they are released automatically.
• Guaranteed seating applies to booked team members on anchor days.

10. Support

Questions: [people@company.com]. IT support: [helpdesk].

Decision	Recommended start	Why
Eligibility	Role-based + manager approval	Balances flexibility with business needs
Core hours	10:00–16:00 local	Protects overlap without micromanaging
Equipment	Laptop + one-time allowance	Clear, bounded and easy to administer
Connectivity cost	Fixed monthly allowance	Fairer and simpler than ad-hoc claims
Performance basis	Outcomes	Prevents presence bias
Hybrid days	2–3 with anchor days	Gives in-person collaboration a default

If you are formalising hybrid, pair this with the hybrid work policy template and our 2026 hybrid office benchmark report.