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Note: Links to our free templates are at the bottom of this long guide.
Also note: This is not legal advice

Introduction

The ��������Ƶ team understand the importance of having a comprehensive working from home policy. With remote working becoming increasingly popular, employers need to have a policy that takes into account both productivity and safety for remote employees. To create an effective working from home policy, there are four key steps to consider.

Firstly, employers should define the parameters of what is allowed and not allowed. This means specifying the hours expected to be worked, the tasks required of staff while working from home as well as ensuring compliance with relevant federal and state laws.

Secondly, employers must provide their remote employees with necessary resources; this includes reliable internet access and appropriate technology for completing tasks as well as offering guidance and support to ensure productivity remains high.

Thirdly, it is important for employers to set clear expectations for both themselves and their employee; this involves outlining roles and responsibilities as well as establishing a timeline for when tasks should be completed. Additionally, it is imperative that there is a system in place which evaluates how productive employees are when working remotely - providing feedback on work performance helps hold staff accountable.

In conclusion, having a comprehensive working from home policy in place is essential if both employer and employee are going to benefit from remote work arrangements; it ensures that all parties understand their roles in relation to one another while providing necessary resources so staff can remain productive outside of an office setting. If you’d like step-by-step guidance on creating your own progressive policy or want information on accessing our template library today – read more below!

Definitions

Working Hours: The amount of time an employee is expected to spend working each day.
Communications Policies: Rules or guidelines for how employees should communicate with one another.
Availability: How accessible or reachable an employee is expected to be outside of normal working hours.
Equipment Requirements: The type of physical hardware and technology needed to do a job.
Access to Technology: The ability to use the necessary digital tools and software to complete a job.
Ergonomic Considerations: Adjustments that can be made to a working environment to ensure it is comfortable for employees.
Confidentiality: Keeping sensitive data private and secure.
Data Security: Protecting data from unauthorized access.
Cyberbullying: Harassment or bullying using digital platforms.
Productivity: The amount of work done in a given amount of time.
Quality of Work: The accuracy and quality of the work performed.
Employee Engagement: How involved and satisfied an employee is with their job.
Collaboration: Working together to achieve a shared goal.
Creativity: Thinking of new, innovative ideas.
Innovation: Implementing creative ideas to create change.
Mental Health and Well-being: The physical and psychological health of an employee.
Vacation and Sick Days: Time off from work that an employee can take.
Work/Life Balance: Managing the time spent working and engaging in other activities.
Rewarding and Recognizing: Giving rewards and praise to employees for their efforts.
Issues or Disputes: Conflicts or disagreements that arise in the workplace.
Tracking Progress: Monitoring and evaluating the progress of tasks and projects.
Feedback Loop: A system for collecting feedback and addressing any concerns.
Onboarding Process: A program for introducing new employees to a company.

Contents

1. Establishing ground rules for remote work
2. Working hours
3. Communications policies
4. Expectations for availability
5. Assessing the needs of remote workers
6. Equipment requirements
7. Access to technology
8. Ergonomic considerations
9. Providing training and support for remote workers
10. Digital tools and resources
11. Establishing a code of conduct for remote workers
12. Confidentiality
13. Data security
14. Cyberbullying
15. Setting up systems for monitoring and evaluating performance
16. Metrics for measuring productivity
17. Quality of work
18. Employee engagement
19. Creating an environment that encourages
20. Collaboration
21. Creativity
22. Innovation
23. Developing strategies for addressing mental health and well-being of remote workers
24. Establishing a clear policy for vacation and sick days for remote workers
25. Crafting a policy for addressing work/life balance for remote employees
26. Exploring methods of rewarding and recognizing remote workers
27. Developing a plan for addressing any issues or disputes that arise among remote workers
28. Designing a system for staying connected with remote workers
29. Virtual team meetings
30. Social events
31. Setting up a system for tracking progress on tasks and projects
32. Creating a feedback loop for collecting feedback from remote workers and addressing any concerns
33. Designing an onboarding process for new remote workers

Get started

Establishing ground rules for remote work

• Create a policy outlining the rules and expectations for remote work, such as the number of hours expected to be worked, times when employees should be available, technology requirements, etc.
• Establish guidelines on when to use video conferencing, instant messaging, and email.
• Make sure time-tracking and reporting systems are in place to ensure productivity and accountability.
• Explain any security measures that need to be taken when working remotely.
• Determine how employees should handle confidential information and data security when working from home.

Once these ground rules are established, you can check this off your list and move on to the next step.

Working hours

• Research the laws and regulations in your state/region regarding working hours
• Set specific work hours and make sure they are clearly defined, communicated and agreed upon
• Ensure all remote employees understand the importance of taking regular breaks and vacations
• Establish guidelines around notification and approval processes for overtime hours
• Set expectations around response times during off-hours
• Make sure all remote employees have access to resources like time tracking software

Once you have researched the laws and regulations regarding working hours and have established clear guidelines and expectations, you can check this step off your list and move on to the next step.

Communications policies

• Outline which communication systems will be used (email, video chat, messaging apps, etc.)
• Establish expectations for how quickly employees should respond to messages from colleagues and clients
• Set guidelines for how employees should communicate with each other, such as being respectful and professional
• Create policies about when and how employees should share company information with outside parties
• Allow employees to opt-in for business-related notifications (e.g. emails, text messages, etc.)
• Establish a policy for how employees should use company-owned devices for personal communications

When you have all of these policies in place, you can check this step off your list and move on to the next step.

Expectations for availability

• Define the hours of availability for team members working from home
• Identify any common hours of overlap that should be expected among the team
• Outline any expectations related to responsiveness to emails and other communications
• Describe what is considered an acceptable response time
• Clearly define the expectations regarding how and when team members should communicate with each other
• Outline any other expectations related to availability while working from home

Once you have outlined expectations for availability, you can check this off your list and move on to the next step of assessing the needs of remote workers.

Assessing the needs of remote workers

• Identify the roles and tasks that are best suited for remote work
• Assess the potential workload of those roles and tasks, and the impact on the rest of the team
• Consider the type of coordination or collaboration that may be required for remote workers
• Decide on the number of hours each remote worker is expected to be available for work
• Establish procedures for communication and collaboration with remote workers
• Establish guidelines for taking breaks, managing distractions, and addressing work-life balance
• Check in with remote workers regularly to ensure that they are supported and have the resources they need

Once you have completed this step, you can move on to the next step: ### Equipment requirements.

Equipment requirements

• Understand the type of equipment that remote workers need to do their job effectively from home, such as a laptop, desk, chair, printer, scanner, etc.
• Assess which equipment should be provided by the company and which should be purchased by the employee.
• Make sure that all equipment is up to date and working properly.
• Identify and purchase any additional equipment that is needed for the remote worker to do their job.
• Once all necessary equipment has been purchased, set up and configure the equipment for the remote worker to use.

Checklist:

• Understand what equipment is needed by remote workers
• Assess which equipment should be provided by the company and which should be purchased by the employee
• Make sure that all equipment is up to date and working properly
• Identify and purchase any additional equipment that is needed
• Set up and configure the equipment for the remote worker to use

Once all of the steps in this checklist have been completed, you can move on to the next step in creating a progressive and productive working from home policy.

Access to technology

• Assess what technology and digital tools your team will need to work from home (e.g. laptops, secure cloud storage, communication tools, etc.)
• Identify the cost associated with providing these tools and services to your employees
• Plan a budget for the purchase and maintenance of digital tools and services
• Ensure that all necessary digital tools and services are available to your team
• Set up secure access to company servers, databases and other sensitive data
• Make sure employees understand the importance of using strong passwords and other security measures for all digital tools and services

Once you have assessed the technology and digital tools your team will need, identified the cost associated with providing them, planned a budget for their purchase and maintenance, ensured they are available to your team, and set up secure access to company servers, databases and other sensitive data, you can check this step off your list and move on to the next step.

Ergonomic considerations

• Establish a clear policy for privacy and ergonomic considerations for remote workers
• Ensure employees have access to the necessary ergonomic equipment and furniture that would be provided at the workplace such as office chairs, desks, and monitors
• Provide guidelines and suggestions on how to create an ergonomic setup at home, such as placing the monitor at a comfortable distance, using a footrest, and using a headset
• Encourage employees to take regular breaks to stretch and move around
• Provide educational materials on ergonomic practices

How you’ll know when you can check this off your list and move on to the next step:
Once you have established a clear policy for privacy and ergonomic considerations for remote workers, have ensured employees have access to the necessary ergonomic equipment, provided guidelines and suggestions on how to create an ergonomic setup at home, encouraged employees to take regular breaks, and provided educational materials on ergonomic practices, you can move on to the next step of providing training and support for remote workers.

Providing training and support for remote workers

• Provide training and guidance on remote working technology and tools that employees will need.
• Ensure that all employees have access to the same resources and training materials.
• Create a training program for remote workers that covers security protocols, communication tools, and other basics of remote work.
• Establish a timeline for training employees on remote working tools and resources.
• Provide ongoing support to remote workers to ensure they are using the tools and resources effectively and securely.

When you’ve completed this step, you’ll know when you’ve:

• Created a training program for remote workers.
• Set up a timeline for training employees on remote working tools and resources.
• Provided ongoing support to remote workers.

Digital tools and resources

• Research and decide which digital tools and resources are necessary to help remote employees do their job effectively.
• Determine if any of these tools will require additional training, support, or guidance.
• Consider the availability of remote access to applications and files.
• Establish any additional IT policies needed to secure remote access.
• Provide digital tools, resources, and access to remote employees.

How you’ll know when you can check this off your list and move on to the next step:

• All necessary digital tools and resources have been researched, decided upon, and provided to remote employees.
• Any additional IT policies have been established.
• All remote employees have access to the digital tools and resources needed to do their job effectively.

Establishing a code of conduct for remote workers

• Establish a code of conduct that outlines expected work hours and other related expectations for remote workers
• Set ground rules and expectations that clearly define when and how employees should be available and respond to emails, calls and messages
• Establish guidelines for communication, such as which digital tools and platforms should be used and how they should be used
• Create a policy on how to handle confidential information, such as data, documents, emails, and conversations
• Outline acceptable and unacceptable behaviour when working remotely
• Make sure employees are aware of the policy and understand it

When you can check this off your list and move on to the next step:

• Once all the above points have been addressed and the policy is approved and ready for implementation, you can check this step off your list and move on to the next step.

Confidentiality

• Establish policies regarding the sharing of confidential information.
• Make sure all employees understand their responsibility to keep confidential information secure.
• Set guidelines on how to handle confidential documents and data.
• Ensure all employees are aware of the penalties for disclosing confidential information without authorization.
• Define a clear process for handling requests for confidential information.
• Establish confidentiality agreements that all employees must sign.

When you have completed the steps listed above, you can check this off your list and move on to the next step.

Data security

• Establish who will be responsible for data security
• Create a list of data security measures that need to be taken, such as encryption of data, use of VPN, use of two-factor authentication
• Ensure that all staff members have access to the necessary tools to protect data, such as antivirus software
• Educate staff on data security measures, such as not to leave their laptops unattended or use public Wi-Fi
• Establish rules on data storage, such as not to store confidential data on personal devices

You can check this step off your list when you have completed the above measures, and data security is properly set up.

Cyberbullying

• Establish a clear policy outlining what constitutes cyberbullying, and the consequences for any employee who engages in it.
• Make sure all employees are aware of the policy and that they sign an agreement to adhere to it.
• Implement a system that allows staff to report any instances of cyberbullying, and have a clear protocol in place for how such reports will be dealt with.
• Put in place a system for monitoring and investigating any instances of cyberbullying.
• When all of the above steps are in place, you can check this off your list and move on to the next step.

Setting up systems for monitoring and evaluating performance

• Develop a performance evaluation system for remote workers that is tailored to the tasks and responsibilities of their job
• Create a system to track employee progress and performance on their tasks
• Establish a clear and fair process for giving feedback to employees remotely
• Set up an appropriate system to manage employees’ work hours
• Establish metrics to measure employee productivity
• When these systems are in place, review and adjust as needed to ensure they are effective in evaluating employee performance

Metrics for measuring productivity

• Establish measurable metrics for measuring productivity – Examples include number of tasks completed, number of customer interactions, number of client sales, etc.
• Utilize tools such as time-tracking software or productivity-tracking software to accurately measure productivity.
• Designate a supervisor or manager to review metrics and reports on a regular basis.
• Make sure that team members are aware of the metrics and that they understand how their performance is being measured.

How you’ll know when you can check this off your list and move on to the next step:
Once you have established measurable metrics, set up the necessary tools, and communicated the metrics to the team, you can check this step off the list and move on to the next step.

Quality of work

• Educate your team on the importance of quality work and the consequences of not meeting standards
• Develop specific quality expectations to ensure everyone is on the same page
• Create a process for employees to submit and review their work
• Establish a timeline for completion of quality work
• Monitor the quality of work and take corrective action if needed
• Check in with employees regularly to ensure quality is maintained

Once these steps have been completed, you can check this step off your list and move on to the next step, which is Employee Engagement.

Employee engagement

• Set up channels for employees to easily stay in touch and communicate with one another, such as email, instant messaging, and video conferencing.
• Create guidelines for employees to follow when using these channels, such as rules for when and how to reach out to colleagues during working hours.
• Encourage employees to connect with each other in a positive manner.
• Provide avenues for employees to provide feedback, such as surveys and other assessment tools.
• Encourage employees to take breaks throughout the day to stay energized and focused.

Once you have set up channels for communication, created guidelines for how to use them, encouraged positive connections, provided avenues for feedback, and encouraged employees to take breaks, you can check this off your list and move on to creating an environment that encourages.

Creating an environment that encourages

• Encourage active communication between employees and managers to ensure everyone is on the same page
• Set expectations for the level of engagement and availability employees should have when working from home
• Make sure employees have access to the necessary tools and equipment for remote work such as a laptop, microphone, webcam, etc.
• Provide guidelines and resources to foster an environment of collaboration, creativity, and productivity
• Encourage employees to take regular breaks and practice self-care
• How you’ll know when you can check this off your list and move on to the next step: Once you’ve established guidelines and expectations for the level of engagement and availability employees should have when working from home, as well as provided them with the necessary tools and resources needed, you can move on to the next step.

Collaboration

• Set up virtual team meetings to stay in touch with your colleagues and discuss progress on projects
• Encourage employees to use online tools such as Zoom, Skype, and Slack to collaborate with one another
• Establish a clear policy for sharing and communicating documents and other work-related information
• Establish guidelines for how to address conflicts that may arise in a virtual team setting
• When possible, use video conferencing for remote meetings to help foster a sense of community and connection
• How you’ll know when you can check this off your list and move on to the next step: Once you have established protocols and guidelines for virtual collaboration and communication, you can move on to the next step.

Creativity

• Encourage employees to think outside of the box when it comes to working from home:
• Allow employees to come up with new and innovative ideas to be productive and successful while working remotely
• Allow employees to take advantage of new technologies, such as artificial intelligence and virtual reality, to enhance their work
• Encourage employees to use their free time to explore new hobbies and activities that will help fuel their creativity
• When you have established guidelines for employees to follow when it comes to creativity, you can check this step off and move on to the next step.

Innovation

• Design a framework to foster innovation while working remotely.
• Encourage employees to be open with ideas, and to share their successes and learning experiences.
• Allow employees to test out different ideas, and to experiment with new approaches.
• Design and implement processes that promote collaboration and brainstorming.
• Utilize virtual collaboration tools to facilitate idea sharing, such as online whiteboards, project management tools, and video chat.
• Set up a program that rewards innovative ideas and innovative solutions.

When you can check this step off your list and move on to the next step:

• When you have created a framework for fostering innovation and collaboration amongst remote employees.
• When you have identified and implemented virtual collaboration tools.
• When you have designed and implemented a reward program for innovative ideas and solutions.

Developing strategies for addressing mental health and well-being of remote workers

• Determine what kind of mental health resources are available to remote employees, such as access to mental health professionals, online counseling, and stress-reduction programs
• Develop a plan for offering mental health services such as online group sessions, mindfulness activities, and access to online resources
• Educate employees about mental health issues and how to recognize signs of mental health problems in themselves and others
• Promote healthy work habits and encourage employees to take regular breaks and use mental health days when needed
• Consider offering mental health benefits such as mental health days and access to online mental health services
• Create a safe, non-judgmental space for employees to openly discuss their mental health needs
• Establish clear policies regarding confidentiality and privacy of employees’ mental health information
• Provide employees with resources and tools to help them manage their mental health

You’ll know you can check this step off your list when you have developed and implemented a plan for addressing mental health and well-being of remote workers.

Establishing a clear policy for vacation and sick days for remote workers

• Review any existing policies for vacation and sick days for remote workers
• Determine if any changes should be made to the existing policies
• Outline and document the procedures for vacation and sick days for remote workers
• Establish a system to track the usage of vacation and sick days
• Make sure the policy is communicated to all remote workers
• When all of the above steps are completed, check off this step and move on to the next one.

Crafting a policy for addressing work/life balance for remote employees

• Set expectations for working hours and days.
• Determine how and when employees need to be available and accessible.
• Establish measures to ensure appropriate boundaries between work and home life.
• Establish a policy for remote employees to take regular breaks and vacations.
• Offer resources, such as counseling, to ensure employees maintain a positive work/life balance.

When all of the above bullet points have been addressed and implemented, you can check this off your list and move on to the next step.

Exploring methods of rewarding and recognizing remote workers

• Research different types of rewards and recognition that may be appropriate for remote employees, such as gift cards, virtual coffee breaks, and remote team building activities
• Brainstorm ways to recognize remote workers for their accomplishments, such as sending out companywide emails or using a program for tracking successes
• Create an incentive structure for remote workers, such as offering bonuses for meeting goals or offering additional vacation days
• Discuss with senior leadership which methods of rewards and recognition are most suitable for the company and its remote workers
• Document the finalized rewards and recognition policy and share it with remote employees

You can check off this step when the rewards and recognition policy is finalized and is successfully communicated to remote employees.

Developing a plan for addressing any issues or disputes that arise among remote workers

• Create a clear policy for addressing any conflicts between remote workers, such as a code of conduct and dispute resolution guidelines
• Define clear roles and expectations for remote workers and managers, including communication methods and frequency
• Set up a system for reporting and resolving disputes between remote workers
• Establish protocols for documenting and responding to complaints and disputes
• Establish a system to review and revise the policy as needed, such as an annual review

When you can check this off your list: When the policy is created, documented and communicated to all remote workers.

Designing a system for staying connected with remote workers

• Establish communication and collaboration tools such as video conferencing, group chat, or project management software.
• Set up a system for ongoing communication and collaboration, such as regular check-ins, team meetings, and project updates.
• Consider how to keep remote employees engaged and motivated.
• Determine how team members can be held accountable for their work.
• Create a plan for how to provide feedback to remote workers.
• Make sure remote workers have access to the resources they need to be successful.

Once you have established communication and collaboration tools, set up a system for ongoing communication and collaboration, and determined how to keep remote employees engaged and motivated, you can check this step off your list and move on to the next step.

Virtual team meetings

• Establish a regular virtual team meeting schedule, such as daily check-ins, weekly team meetings, and monthly one-on-ones.
• Have a designated facilitator for each meeting to ensure everyone is engaged and on task.
• Ensure everyone is in the same virtual meeting space and that everyone has access to the same technology.
• Set a clear agenda for each meeting and stick to the allotted time.
• Encourage open dialogue and make sure everyone is heard.
• After the meeting, take notes and follow up with any action items.

Once these steps are completed, you can check this off your list and move on to the next step, which is setting up social events.

Social events

• Set up a system for virtual team social events to encourage team-building and maintain morale
• These should be scheduled on a regular basis and can be informal such as virtual coffee breaks or more formal such as virtual team lunches
• Encourage team members to participate in activities which can help to improve communication and trust within the team
• Make sure that any virtual social events are optional, so that team members are not feeling obligated to join
• Monitor feedback from team members on the social events, and make changes as needed for future events
• Once you have a system for virtual team social events established and team members are participating, you can check this off your list and move on to the next step.

Setting up a system for tracking progress on tasks and projects

• Establish a system for tracking the progress of tasks and projects, and ensure that it is accessible to remote workers
• Assign each project and task to a specific person, so that everyone is aware of who is responsible for what
• Use software to set up a system for tracking project and task progress, such as a project management system
• Set up regular check-ins with remote workers to ensure that tasks and projects are progressing according to plan
• Monitor progress and provide support as needed to ensure completion of tasks and projects in a timely manner
• Establish a system for reporting and tracking progress, such as weekly or bi-weekly progress reports
• When progress reports indicate that tasks and projects are being completed in a timely manner, the system is ready to use and you can move on to the next step.

Creating a feedback loop for collecting feedback from remote workers and addressing any concerns

• Establish a feedback process that allows remote workers to submit feedback or any concerns related to their work
• Develop a timeline for when the feedback will be reviewed and addressed
• Develop a procedure for responding to feedback and addressing any concerns
• Consider ways to make feedback submission anonymous, if desired
• Make sure the feedback process is clearly communicated to remote workers
• Track the feedback loop to ensure it is being used and that any issues are being addressed
• When the feedback loop is established and functioning, check this step off your list and move on to the next step: Designing an onboarding process for new remote workers.

Designing an onboarding process for new remote workers

• Get company stakeholders together to discuss and develop the onboarding process.
• Decide on the time frame and tasks that need to be completed by the new remote worker.
• Establish a digital onboarding platform that the new remote worker will use.
• Create a checklist of tasks that need to be completed and assign the tasks to the relevant stakeholders.
• Develop an onboarding process plan that includes information about the company, remote working expectations, and any other relevant information.
• Set up a virtual meeting between the remote worker and the relevant stakeholders to review the onboarding process and answer any questions.
• Develop a checklist for the remote worker to use to track their progress through the onboarding process.

How you’ll know when you can check this off your list and move on to the next step:

• Once the onboarding process plan is complete and the virtual meeting is held, you can check this step off your list and move on to the next step.

FAQ

Q: What legal rights and responsibilities do employers have to employees who work from home?

Asked by John on April 6th 2022.
A: Employers have a legal obligation to provide a safe working environment for their employees, whether they are in the office or working from home. This includes ensuring that the home environment is free from hazards and meets certain standards regarding health and safety. Employers should also provide adequate training and support to their employees so they can work safely and efficiently from home. In addition, employers should keep records of their employees’ hours worked, provide clear expectations and guidelines on how to work from home, as well as ensure that employees are paid at least minimum wage for their work.

Q: What is the difference between a working from home policy for US-based businesses versus UK-based businesses?

Asked by Sarah on May 14th 2022.
A: The main difference between the US and UK when it comes to working from home policies is the legal framework. In the US, the Fair Labor Standards Act (FLSA) sets out various requirements for employers when it comes to paying employees for work done at home, such as setting minimum wage and overtime pay rates. The UK’s Working Time Regulations 1998 also set out requirements for employers in terms of hours worked, rest times and holiday entitlements, as well as other matters related to employee health and safety. However, the UK does not have a federal law equivalent to the FLSA which sets out specific regulations regarding payment of wages or overtime pay.

Q: How can I ensure that my remote team remains productive while working from home?

Asked by Matthew on June 7th 2022.
A: Ensuring that your remote team remains productive while working from home requires a combination of clear communication, goal setting, accountability, trust building and technology. It is important to create an environment in which team members feel supported and comfortable in order for them to be able to do their best work. This can be achieved through regular check-ins with team members, setting clear goals and expectations, providing feedback on progress towards those goals, establishing trust between team members, and providing access to technology that will enable them to collaborate effectively. Additionally, offering flexible working hours can help ensure that team members are able to balance their personal lives with their professional ones.

Q: How important is having a good internet connection for working from home?

Asked by Rachel on July 18th 2022.
A: Having a good internet connection is essential for anyone who works remotely or works from home. A good internet connection allows employees to communicate with each other quickly and efficiently and access any documents or files they need quickly and easily. Additionally, having a good internet connection also allows employees to attend virtual meetings or conferences with colleagues or clients without any disruption due to poor connection speeds. Furthermore, if an employee needs access to certain software or applications that require an internet connection in order to function properly, then having a reliable internet connection is essential in order for them to be able to do their work effectively.

Q: What kind of considerations should be taken into account when creating a progressive policy for working from home?

Asked by Jacob on August 27th 2022.
A: When creating a progressive policy for working from home it is important to consider both the needs of the employer as well as those of the employee. It is important that there are clear guidelines in place regarding hours worked, deadlines met, expectations of productivity and communication protocols so that both parties understand what is expected of them. A progressive policy should also consider any extra benefits such as flexible hours or remote working arrangements that could be offered to employees so that they are able to maintain a healthy work/life balance while still being productive at work. Additionally, it is important to consider any potential legal implications when creating a policy so as not to run afoul of any applicable laws or regulations regarding employee rights and obligations in your jurisdiction. Finally, it is important to consider any logistical matters such as equipment needed for remote working as well as how best to ensure secure data sharing amongst team members who are located remotely from one another.

Example dispute

Possible Lawsuits Referencing Working From Home Policy

• An employee may sue an employer for wrongful termination if they were fired for refusing to return to the office once the employer’s working from home policy had expired.
• An employee may sue an employer for discrimination if they were not given the same rights and privileges as other employees who were able to work from home.
• An employer may sue an employee for breach of contract if they are not performing the duties outlined in the working from home policy.
• An employer may sue an employee for negligence if they fail to take reasonable precautions to protect confidential information while working from home.
• An employee may sue an employer for failure to provide a safe work environment if their working from home policy does not adequately protect them from workplace hazards.
• An employee may sue an employer for violation of labor laws if their working from home policy does not comply with local, state, and/or federal regulations.
• If an employer’s working from home policy does not provide for the payment of wages or the reimbursement of expenses, an employee may sue for back pay, overtime, or expense reimbursement.
• In the event of a dispute, a settlement may be reached through negotiation or mediation. If damages are awarded, they may include back pay, overtime, or expense reimbursement.

Templates available (free to use)

Working From Home Policy

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