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Remote working creates obligations — and opportunities — that a standard employment contract does not address. This policy gives organizations and employees clarity on every aspect of the arrangement.
Covers: working arrangements and core hours, the working-from-another-country warning, equipment and connectivity responsibilities (Company vs employee), home working safety with DSE assessment, working time obligations jurisdiction flag (IE Working Time Act, UK WTR, FLSA, provincial rules, NES), expenses and allowances, and performance and visibility expectations. Five-jurisdiction flag on the statutory right to request remote/flexible working.
FAQS
Q Do employees have a legal right to request remote working?
It depends on the jurisdiction. UK: all employees have a statutory right to request flexible working from day one (Employment Relations (Flexible Working) Act 2023). Ireland: the Work Life Balance Act 2023 gives parents and carers of children under 12 the right to request. Australia: the Fair Work Act gives qualifying employees a right to request with disputes referable to the Fair Work Commission. US and Canada: no general federal statutory right, though state/provincial laws are developing and the ADA may require remote working as a reasonable accommodation.
Q What are the H&S obligations for remote workers?
The employer's duty of care extends to home working environments. The policy requires home workstation self-assessments for all regular home workers, ergonomic guidance and equipment provision where risks are identified, and the same working time protections (daily and weekly hour limits, rest breaks) that apply in the office. Lone worker check-in protocols are required where employees work in isolation for extended periods.
Q What are the risks of working from a different country?
Working from another country creates unexpected tax, employment law, immigration, and social security obligations. In some cases it creates permanent establishment risk — the business is deemed to be operating in the employee's country, triggering corporate tax obligations there. The policy prohibits working from a different country for more than a defined period without prior HR approval, and explicitly notes that not all international remote working arrangements are legally or practically feasible.
Q What expenses and allowances does the policy cover for home workers?
A one-time home office setup contribution for approved home workers following a workstation assessment; a monthly internet allowance contribution; and guidance on claiming the home working tax relief available in each jurisdiction. The policy also distinguishes what the Company provides (core hardware, software, VPN) from what the employee is responsible for (broadband connectivity, suitable desk and chair).
Remote working creates obligations — and opportunities — that a standard employment contract does not address. This policy gives organizations and employees clarity on every aspect of the arrangement.
Covers: working arrangements and core hours, the working-from-another-country warning, equipment and connectivity responsibilities (Company vs employee), home working safety with DSE assessment, working time obligations jurisdiction flag (IE Working Time Act, UK WTR, FLSA, provincial rules, NES), expenses and allowances, and performance and visibility expectations. Five-jurisdiction flag on the statutory right to request remote/flexible working.
FAQS
Q Do employees have a legal right to request remote working?
It depends on the jurisdiction. UK: all employees have a statutory right to request flexible working from day one (Employment Relations (Flexible Working) Act 2023). Ireland: the Work Life Balance Act 2023 gives parents and carers of children under 12 the right to request. Australia: the Fair Work Act gives qualifying employees a right to request with disputes referable to the Fair Work Commission. US and Canada: no general federal statutory right, though state/provincial laws are developing and the ADA may require remote working as a reasonable accommodation.
Q What are the H&S obligations for remote workers?
The employer's duty of care extends to home working environments. The policy requires home workstation self-assessments for all regular home workers, ergonomic guidance and equipment provision where risks are identified, and the same working time protections (daily and weekly hour limits, rest breaks) that apply in the office. Lone worker check-in protocols are required where employees work in isolation for extended periods.
Q What are the risks of working from a different country?
Working from another country creates unexpected tax, employment law, immigration, and social security obligations. In some cases it creates permanent establishment risk — the business is deemed to be operating in the employee's country, triggering corporate tax obligations there. The policy prohibits working from a different country for more than a defined period without prior HR approval, and explicitly notes that not all international remote working arrangements are legally or practically feasible.
Q What expenses and allowances does the policy cover for home workers?
A one-time home office setup contribution for approved home workers following a workstation assessment; a monthly internet allowance contribution; and guidance on claiming the home working tax relief available in each jurisdiction. The policy also distinguishes what the Company provides (core hardware, software, VPN) from what the employee is responsible for (broadband connectivity, suitable desk and chair).
