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The forms relating to assessment of suitability should be completed by the Manager and full records kept of the reasons for any decisions. Once the full assessment has been completed the Manager will decide whether to recommend the employee for Home Working to the Head of Service and will give full reasons for this decision. Ensure Home Working employees are afforded the same opportunities for career development as other employees. Ensure that all the usual procedures for appraisal and development are adhered to. One to one sessions must be carried out with the Home Workers and they must feel that they have as much opportunity for development within the organisation as other staff.

Remember that this is just a sample remote work policy. As you build your own policy, be sure to consider your company’s unique needs and personalize a WFH policy template according to your needs. New employees will normally be required to work in the office for an initial training and assessment period before commencing Home Working. It will be unusual for a Home Working request to be considered during a probation period and will only be granted in exceptional circumstances. We all struggle with technology sometimes, and those frustrations can be exacerbated when working remotely. Make sure your employees know when your company’s IT team is available, and how they can get in touch or submit help desk tickets.
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Applications need to be made in line with the principles stated in the Flexible Working Policy. Home Workers must notify their Manager if they or a member of their household becomes pregnant. A pregnancy risk assessment should be completed by the employee and given to and assessed by the Line Manager, which considers the pregnancy period. The process should be repeated when the child is born, and again at quarterly inspections to take account of the child’s development. Where relevant, these provisions will equally apply in the case of an adoption.

Of course, in order to have a truly successful work at home program, you need to make sure it’s something employees need, want, and benefit from. Try asking for their input on policies—and make sure to effectively educate everyone on the guidelines before instating them. It’s also a great idea to regularly evaluate your work from home policy, ask for feedback, and make updates when necessary. WFH policies don’t have to be a one-and-done thing—they can evolve alongside your company.
Remote Work Policy Sample for Employers (with PDF sample template)
All direct costs of the scheme, where justified, will be met by the Council. The Council’s existing Liability Insurance Policies provide adequate cover for public and employer liability. A work at home program can benefit employees as well as the business. But as with any other business model, remote work also has its challenges. Actionable advice and guides on how to build an effective remote team, sent to your inbox twice per month.

If this pattern becomes more regular or is likely to continue on a more formal basis then the provisions set out in the remainder of this policy must be adhered to. Home Working is therefore the name given to the practice whereby employees formally undertake work from home or another suitable location, whether it is on an occasional or longer term basis. Employees may use a computer and telephone line to carry out part, or all, of their job. A collection of resources, all around a certain remote work topic, sent every other week.
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After all, it's sometimes hard to draw the line between the professional and personal at home. The Council will monitor the application of this policy and has discretion to review it at any time through the appropriate consultation mechanisms. Sickness absence should be reported in the normal way with paid sick leave only applying to the normal working week. Only whole or half days should be recorded as sickness absence.
Is it available for all days of the week or just a few? Will employees have to request WFH time? It’s essential to clarify eligibility for remote work from the get-go.
Work From Home Policy
Responsibility for the implementation, monitoring and development of this policy lies with the Head of Human Resources. Day to day operation of the policy is the responsibility of nominated officers who will ensure that this policy is adhered to. Discuss the Home Working Agreement in detail with the employee to ensure that they understand it. The agreement should then be signed. Identify and order furniture and any other equipment. This is may include a desk, chair, lamp if needed, fire extinguisher and first aid kit.

In addition, your remote work policy will depend on your geographical region as well. For example, a typical remote working policy template UK will include homeworking guidelines according to local British law. You will also want to specify if a new policy replaces an old one.
There will be less focus on controlling methods of work and employee’s time, however the employee will still be required to work for a set number of hours and to complete flexi trust sheets. Identify and order any ICT equipment, telephone handsets and communication links that are required. This should be carried out in conjunction with the ICT section and the orders placed in the normal way. Under the Management of Health and Safety at Work Regulations 1999, employers are required to do a risk assessment of the work activities carried out by Home Workers.
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