Name: Homeworking agreement template | Sep 26
Brand: HRDocBox
SKU: HRDBOX-450
Price: 9.99 GBP
Availability: InStock

What's included in this template?

This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.

Agreed homeworking arrangements
Working hours and availability
Communication and attendance
Equipment, expenses and insurance
Health, safety and data security
Review and termination of arrangements

Specifications

Template

Homeworking Agreement

This agreement confirms the arrangements under which [Employee Name] will work from home as part of their role with [Company Name].

The agreement should be read alongside the employee's contract of employment, employee handbook and relevant company policies. Unless specifically stated otherwise, all existing contractual terms and company policies continue to apply.

Agreed homeworking arrangement

The employee's role is [fully home-based / hybrid / partly home-based]. The employee will normally work from home on the following basis:

Normal homeworking days:
Normal workplace days:
Homeworking start date:
Expected working location:
Review date:

The agreed arrangement is intended to support the effective performance of the employee's role. Homeworking does not alter the employee's responsibilities, performance standards or obligation to comply with company policies and procedures.

Working hours and availability

The employee's normal working

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What is a homeworking agreement?

Homeworking can provide flexibility for both employers and employees, but clear expectations help prevent misunderstandings about how the arrangement will operate. This agreement provides a practical written record of the employee's homeworking arrangements and the responsibilities that apply while working away from the normal workplace.

Defining the homeworking arrangement

The agreement records the employee's agreed working location, homeworking pattern and expected hours. It can be used for permanent, hybrid or agreed regular homeworking arrangements, while allowing the organisation to specify when attendance at the workplace or another location is required.

Managing performance and communication

Working from home should not remove normal expectations around performance, availability or communication. The agreement sets out how the employee will remain contactable, participate in meetings and maintain appropriate communication with their manager and colleagues.

Equipment, expenses and security

Homeworking creates practical responsibilities around equipment, utilities, work-related expenses, confidentiality and information security. The agreement provides a clear basis for establishing what the employer will provide and what the employee is expected to do.

Health, safety and changing arrangements

Employers should consider the health and safety implications of homeworking and ensure that employees understand their responsibilities. The agreement also provides for regular review and makes clear that arrangements may need to change if business, role or individual circumstances change.

Example

An employee who previously worked entirely from the office agrees with their manager to work from home three days each week, attending the workplace on Tuesdays and Thursdays. The employee's contract remains unchanged, but the parties want to document how the hybrid arrangement will operate.

The homeworking agreement confirms the employee's normal working hours, the days they are expected to work from home and the circumstances in which they may be required to attend the workplace on an additional day. It also confirms expectations around availability, meetings, communication and performance.

The company provides a laptop, monitor and other necessary equipment. The agreement explains that company equipment remains the employer's property and must be kept secure. The employee is also required to maintain a suitable working environment and report any health and safety concerns associated with their homeworking setup.

The arrangement is reviewed after three months. Both the employee and manager are satisfied that the arrangement is working effectively, so it continues. The agreement provides a useful reference point if the employee's role, working pattern or business requirements change in the future.

The wider HR process

Related HR resources and workflow

Explore the HR resources that may be relevant before and / or after using the Homeworking agreement, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.

Homeworking or remote working policy

Our Homeworking or Remote Working Policy Template establishes clear guidelines and expectations for employees working remotely, ensuring productivity, communication, data security, and compliance with company policies while working from home.

This

Homeworking agreement

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Implementation guidance

Use these best practice actions, recommended timescales and process stages to understand when and how the Homeworking agreement should be used, helping ensure each step is handled consistently and appropriately documented.

Step	Description	Responsibility	Timing
1	Discuss whether homeworking is suitable for the role and employee, including the proposed working pattern and any business requirements.	Manager / Employee	Before agreement
2	Agree the practical arrangements, including working hours, availability, workplace attendance, communication and expected standards of performance.	Manager / Employee	Before start
3	Confirm arrangements for equipment, expenses, insurance, confidentiality, data security and health and safety.	HR / Manager / Employee	Before start
4	Complete and sign the agreement and ensure the employee understands the responsibilities and requirements associated with homeworking.	HR / Employee	At implementation
5	Review the arrangement and consider whether it remains appropriate, effective and suitable for the employee and organisation.	Manager / Employee	At agreed review date

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Common mistakes

Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.

Agreeing homeworking informally without documenting the practical arrangements.
Failing to establish when an employee is expected to be available and contactable.
Assuming homeworking means the employee can work whenever they choose.
Failing to address equipment, information security or health and safety responsibilities.
Not making clear when the employee may be required to attend the workplace.
Failing to review the arrangement when the employee's role or business requirements change.

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HR considerations

UK employment law and best practice

This template is designed to support the process, but the document should be used alongside the relevant HR procedure and applied to the circumstances of the individual case.

Employment contract and written particulars

Employers should ensure that any agreed change to the employee's contractual working arrangements is properly reflected in the employee's contractual documentation where necessary. The written statement of employment particulars must include specified information about the employment relationship, including the place of work or arrangements relating to working in different places. https://www.gov.uk/employment-contracts-and-conditions/written-statement-of-employment-particulars

Health and safety

Employers continue to have health and safety responsibilities when employees work from home. Employers should assess relevant risks and provide appropriate information, instruction and support. Employees should also take reasonable care of their own health and safety and that of others affected by their work. https://www.hse.gov.uk/home-working/index.htm

Display screen equipment

Where an employee regularly uses display screen equipment as part of their work, employers should assess the risks and provide appropriate arrangements, including information and training. The requirements apply to homeworking as well as work carried out at the employer's premises. https://www.hse.gov.uk/msd/dse/

Working hours and rest

Homeworking does not remove statutory requirements relating to working time and rest. Employers should ensure that working arrangements allow employees to take appropriate rest breaks and comply with applicable working time requirements. https://www.gov.uk/maximum-weekly-working-hours

Data protection and confidentiality

Employers should consider the security and confidentiality of personal and business information accessed from home. Appropriate technical and organisational measures should be in place, including suitable device, access, storage and information-handling arrangements. https://ico.org.uk/for-organisations/uk-gdpr-guidance-and-resources/security/

Expenses and tax

Employers should establish clearly whether they will reimburse any homeworking expenses and ensure that any payments or reimbursements are handled correctly for tax purposes. HMRC provides specific guidance on tax relief and employer payments for employees working from home. https://www.gov.uk/tax-relief-for-employees/working-at-home

Equality and reasonable adjustments

Homeworking may form part of a reasonable adjustment where appropriate for a disabled employee. Employers should consider requests and individual circumstances carefully rather than applying a blanket approach to homeworking. https://www.acas.org.uk/reasonable-adjustments

Insurance and mortgage or tenancy requirements

Employees should be encouraged to check whether their home insurance, mortgage or tenancy arrangements place any relevant restrictions on working from home. The employer should also consider whether its own insurance arrangements adequately cover homeworking activities and company equipment.

Right to request flexible working

Employees have a statutory right to request flexible working from the first day of employment, subject to the statutory framework. A homeworking arrangement may form part of a flexible working arrangement, but an informal or contractual homeworking agreement and a statutory flexible working request are not necessarily the same thing. https://www.gov.uk/flexible-working

Best practice

A homeworking agreement should complement, rather than replace, the employee's contract, policies and normal management arrangements. Employers should review arrangements periodically and discuss changes with the employee rather than relying on assumptions about how homeworking will operate.

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FAQs

Does a homeworking agreement change an employee's contract?

It can, depending on what the agreement says and the nature of the existing contractual arrangements. Employers should identify whether homeworking is a contractual entitlement, an agreed working arrangement or a flexible working arrangement and ensure any contractual changes are properly documented.

Can an employer require a homeworker to attend the workplace?

This will depend on the employee's contract and the terms of the homeworking arrangement. The agreement should clearly set out when workplace attendance may be required, particularly where homeworking is hybrid rather than fully remote.

Who pays for equipment when an employee works from home?

There is no single rule covering every item of homeworking equipment. The agreement should clearly establish what the employer will provide, what the employee is responsible for and what happens to company equipment when the arrangement ends.

Can an employer end a homeworking arrangement?

This depends on the contractual and agreed terms. If homeworking is a contractual term or forms part of a formal flexible working arrangement, employers should take appropriate advice before making changes. Where the arrangement is discretionary, the terms should make clear how and when it may be reviewed or withdrawn.

Does an employer need to carry out a risk assessment for homeworking?

Employers should consider the health and safety risks associated with homeworking and take reasonably practicable steps to control them. The extent of the assessment should reflect the nature of the work and the risks involved.

Why use HRDocBox rather than AI?

AI can produce a generic remote working agreement, but HRDocBox templates are designed around UK employment practice and legislation. This agreement brings together the practical issues employers need to address, including working arrangements, attendance, equipment, expenses, health and safety, data security, confidentiality and review arrangements, while remaining adaptable to the organisation's own policies.

How this content is developed and reviewed

The Homeworking agreement template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.

About the author

Darryl Horn, Chartered HR Director

Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.

He has extensive practical experience of managing flexible and hybrid working HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.

HRDocBox has been creating practical UK HR documents since 2009.

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