Homeworking or remote working policy template

1   Overview

1.1   This policy applies to any work being done at home, whether by an employee who spends all of their working week at home ('a permanent homeworker'), part of their working week at home ('a part week homeworker') or only works at home on an occasional basis ('occasional homeworker'). The term 'homeworker' or 'homeworking'; in this policy covers any of these employees.

2   Scope

2.1   This policy applies to all employees of [company name].

3   General principles

3.1   Policy Statement

3.1.1   The Company supports homeworking in appropriate circumstances either on an a permanent, temporary or occasional basis.

3.1.2   Where working from home is a new arrangement, employees will be required to sign a 'Homeworker Agreement'.

3.1.3   Those signing this agreement must comply with its contents and the decision as to whether any homeworking is appropriate remains with the Company.

3.1.4   Where an employee has worked from home from the commencement of their employment, all terms will be within their contract of employment.

3.2   The homeworking environment

3.2.1   Homeworkers should ensure that they have a suitable environment in which they can focus on work, free from disruption e.g. by having adequate care arrangements in place for dependants who may be at home during working hours. Homeworking must not be used as a replacement for a dependant's care arrangements.

3.2.2   The environment must also be safe and comfortable and fulfil all Health & Safety requirements (see below).

3.3   Working arrangements for homeworkers

3.3.1   Working from home will only be possible if it can be ensured that the homeworker's absence from the workplace will not create problems for other employees and that their home conditions are conducive to effective working.

3.3.2   Part week and occasional homeworkers must indicate clearly in their work electronic calendar when not in the office. In addition, their office business phone number should be diverted to a mobile or alternative number on homeworking days.

3.3.3   For insurance and safety reasons homeworkers must not hold meetings with clients, colleagues or any non-Company persons at their home unless otherwise authorised/requested by the Company for legitimate business reasons. Where meetings are required, these should take place on Company premises wherever possible, or in an alternative and suitable meeting space. Video/conference calls may be an alternative suitable option.

3.3.4   Home address and other personal details must not be disclosed, and all mail should be addressed to the main office.

3.3.5   Restricted access materials must not be taken out of the office, copied, or compromised in any way. Homeworkers must take all precautions necessary to secure sensitive information.

3.3.6   Standard working hours apply regardless of the employee's place of work and therefore apply regardless of homeworking arrangements. These are contained in an individual's contract of employment.

3.3.7   Homeworking may be withdrawn, on a permanent or temporary basis, where the arrangement is not proving successful or operating effectively. Homeworkers may also face disciplinary action under the Company's disciplinary policy if the system is found to be abused.

3.4   Equipment

3.4.1   The Company will provide any necessary equipment as appropriate to a homeworking role.>

3.4.2   The following will apply to any equipment provided:

• it remains the property of the Company,

• it must not be removed from the designated homeworker's address without the authority of Management

• it must not be used other than for work purposes unless otherwise agreed

• the homeworker is responsible for taking reasonable care of the equipment

• the