Work-from-Home Policy Template

Why You Need a WFH Policy

A formal work-from-home policy provides clarity and consistency for both employees and the company. It establishes guidelines for remote work, addresses operational requirements, ensures compliance with legal standards, enables performance management, and supports a healthy work-life balance.

When implemented well, a great work-from-home policy can help managers uphold performance management standards seamlessly. Managers may be on the front lines of managing performance, but they need support from human resources (HR) teams to stay on top of employee engagement, productivity, and team alignment. That means a work-from-home policy must be implemented in tandem with strategies for engagement surveys, cascading goals or OKRs, and people analytics.
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A formal work-from-home policy is essential to:

• Keep employees and managers on the same page about expectations. 
• Set a standard for work-life balance based on the company’s values. 
• Build a work environment conducive to trust and accountability.
• Safeguard sensitive company information and maintain cybersecurity protocols.

Remote Work Policy Template

Disclaimer: This sample policy is for informational purposes only and does not constitute legal advice. It is a generic template that may not suit your specific circumstances, and should therefore be customized to fit your company’s specific needs, culture, and policies. When adopting or revising a policy, consult legal counsel to ensure compliance with all applicable laws and regulations.

This work-from-home policy template provides a comprehensive framework for supporting a flexible work policy for employees. This policy balances employees' need for a work-life balance and the company's operational requirements for productivity, cybersecurity, and accountability.

By providing detailed guidance on remote work eligibility, utilization, management, and compliance with relevant laws, this policy ensures transparency, fairness, and a healthy work-life balance for all employees.
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1. Eligibility Criteria

• Eligible workdays: Employees may request to work remotely up to three days a week, subject to manager approval. Mondays and Fridays are designated as in-office work days unless otherwise approved by the department head.
• Eligible employees: Full-time and part-time employees are eligible for remote work arrangements pending approval by their manager. 
• Remote work expectations: Employees are expected to be online, productive, and communicative between the hours of 9 a.m. and 5 p.m. in their time zone.
• Remote work requests: Employees must provide written requests for working remotely, which must be approved by their manager according to the eligibility in this policy. Employees only need to resubmit a request if their needs for flexibility have changed.

2. Approved Arrangements

This company supports the following types of remote work, pending employee eligibility: 

• Full-time remote work: Working entirely from a remote location.
• Part-time remote work: Working remotely for specific days or hours per week.
• Ad hoc remote work: Occasional remote work based on specific circumstances or needs.

3. Valid Reasons for Remote Work

• Health-related issues: Concerns such as a medical condition, disability, or illness that makes commuting challenging.
• Childcare or dependent care needs: Caregiving responsibility that necessitates more flexibility for work hours or location.
• Commute challenges: Residence more than 20 miles away from the office that makes commuting a significant burden on time and cost for the employee. 
• Increased productivity or focus: Desire for a work environment that’s more conducive to getting work done independently.

4. Manager Approval Guidelines

• Criteria for evaluating remote work requests: Requests must be formally submitted and include an approved reason for remote work (listed above). Managers may assess requests based on job requirements, employee performance, and team needs.
• Eligibility for approving remote work requests: Requests may only be approved by an employee’s manager or the HR team. 
• Monitoring and assessing remote work performance: Regular check-ins and performance evaluations to ensure remote work does not affect productivity or collaboration.

5. Cybersecurity Guidelines

• Virtual Private Network (VPN) requirements: Employees must use a company-provided VPN to access internal systems and data securely.
• Secure data handling procedures: Similar to in-office company policies, employees must securely store their company provided devices at home, as well as safeguard access to company systems through their devices. This includes using secure passwords, and locking or closing devices when not using them.
• Accessing company systems: Employees are only allowed to access company systems through devices owned and managed by the company. Accessing company systems through personal devices is not permitted.

6. Requesting Permission

• Long-term requests: Employees must submit a written request to their manager at least two weeks in advance, outlining the reasons for the request and proposed remote work arrangements.
• Short-term requests: Employees may submit a written request to their manager for ad-hoc remote work, including an approved reason (listed above)
• Documentation required: Documentation of the reason for remote work is encouraged, and can be evaluated by managers on a case-by-case basis. Examples include a clinician’s note, proof of residence or transit issues, self-certified needs for increased productivity or focus. 

7. Compensation and Benefits

• Compensation: Remote work may not affect base salary but could impact bonuses or incentives tied to office attendance or teamwork.
• Reimbursement for work-related expenses: Employees who work from home must follow the same reimbursement policies as they would in the office, including meals with clients or traveling to meet with clients in person. All expenses require a receipt, a reason for the expense, and are subject to evaluation by a manager or HR.
• Benefits: Benefits such as healthcare coverage and retirement plans remain unchanged unless otherwise specified.
• Perks: Employees who work from home are eligible for a monthly workplace amenities stipend in the amount of $200, to cover the cost of amenities they might have used in the office, such as Wi-Fi, snacks, or an at-home office setup.

8. Our Commitment

We are thrilled to introduce our Remote Work Policy, emphasizing our commitment to flexibility and work-life balance.‍

‍This policy reflects our belief in supporting diverse needs and responsibilities, fostering a positive work culture, and enhancing productivity. It's designed to empower you to manage your time effectively and create a work environment conducive to focus and productivity.

The purpose of our Remote Work Policy is multifaceted. Firstly, it acknowledges the diverse needs and responsibilities of our workforce, recognizing that a one-size-fits-all approach to work may not always be feasible or beneficial. By offering remote work options, we aim to create an inclusive work environment where our remote workers can thrive both personally and professionally.‍

‍Our expectation is that this policy will be utilized responsibly and effectively. Our company values trust and accountability, allowing employees to make informed decisions regarding their work location, keeping in mind the nature of their job duties, team collaborations, and business needs. While the policy offers flexibility, we also emphasize the importance of clear communication, collaboration, and meeting job responsibilities regardless of the chosen work location.

By embracing our Remote Work Policy, we envision a workplace where our employees feel empowered to deliver their best work while maintaining a healthy work-life balance. We encourage everyone to take advantage of this opportunity while ensuring that our collective commitment to excellence and teamwork remains unwavering.

Thank you for contributing to [Company Name]'s continued success and for embracing this commitment to flexible work arrangements. Together, we will navigate this new chapter in our work culture with resilience and collaboration.