policy template · Free download
Remote Work Policy Template
A remote work policy template covering eligibility, hours, equipment, security, and expectations so distributed and hybrid teams operate consistently and securely.
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What you get
- Adoptable remote work policy prose with purpose, scope, and eligibility
- Working-hours, availability, and communication expectations
- Equipment, expense, and information-security requirements
- A fields block for company name, effective date, and approver
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Policy details
- Company name
- Effective date
- Approving authority— e.g. Manager + HR
1. Purpose
This policy sets out how employees of [Company name] may work remotely. It is designed to give teams flexibility while protecting productivity, collaboration, data security, and fairness. Remote work is a privilege granted at the company's discretion, not an entitlement, and may be adjusted based on business needs and performance.
2. Scope & eligibility
This policy applies to employees whose roles can be performed effectively away from a company location. Eligibility is assessed on the nature of the role, performance history, and the employee's home work environment. Some roles requiring on-site presence (e.g. front desk, lab, or facilities work) are not eligible. Approval requires sign-off from the employee's manager and [HR].
3. Working hours & availability
Flexibility is encouraged, but teams need predictable overlap.
- Maintain agreed core hours of [10:00–15:00 local] for meetings and collaboration
- Be reachable via [Slack / email / phone] during working hours
- Log time accurately where required and take agreed breaks
- Communicate availability, focus blocks, and time off in shared calendars
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How to use this template
- 1
Choose your model
Decide whether remote work is fully remote, hybrid, or case-by-case, and tailor the eligibility section to match.
- 2
Set the guardrails
Confirm core hours, security requirements, and equipment provisions with IT and finance before publishing.
- 3
Roll out and confirm
Share with the team, train managers on approvals, and collect signed acknowledgements from remote staff.
Frequently asked questions
Should remote work be a right or a privilege?
Most policies frame it as a discretionary arrangement tied to role suitability and performance, so the company can adjust it as needs change. Stating this clearly avoids disputes when arrangements need to be revisited.
Do we have to reimburse home office costs?
Some jurisdictions require employers to cover necessary remote-work expenses such as internet or equipment. Even where it is optional, a clear stipend or allowance reduces friction. Confirm local rules before finalizing.
How do we handle employees who relocate?
Relocation can trigger new tax, payroll, and employment obligations. Require employees to get written approval before moving, and review the implications with HR and legal for the new location.