[Global] The benefits of establishing a remote working policy

A remote working policy is a set of guidelines and procedures that outline how employees can work outside the traditional office setting. They can have a positive impact on employee wellbeing, an organisation’s resilience and its bottom line.

Remote working policies set out a company’s expectations and rules for employees who work remotely. They define the procedures and guidelines for employees to work from their own home, a co-working space, or any other location outside the company’s physical office. 

Such policies typically cover issues such as working hours, communication tools, data security and performance metrics.

Reason to have a remote working policy

There are several reasons why companies have a remote working policy:

• It enables employees to work flexibly, potentially enhancing their productivity, job satisfaction, and work-life balance. By allowing employees to work from home or another location, companies can attract and retain top talent who may prefer this arrangement.
• Remote working can help organisations to cut costs by reducing outgoings on office space, utilities and other expenses. By permitting employees to work remotely, companies can reduce their overheads and improve their bottom line. 
• Remote working policies can reduce employee absenteeism, as employees can work from home when they are unwell, which can help to prevent the spread of illnesses in the office.
• Remote working policies can help companies to become more resilient to external disruptions such as pandemics, natural disasters or transportation strikes. By having a remote working policy in place, companies can quickly switch to a remote work mode and continue their operations without significant interruptions.

Common elements of a remote working policy

A remote working policy can vary depending on the company’s needs, culture, and industry. However, some common elements that a remote working policy should include are:

1. Eligibility Criteria – The policy should specify who is eligible for remote working, based on job responsibilities, performance metrics and equipment requirements.
2. Working Hours – The policy should outline the standard working hours for remote employees and whether they are expected to work within a specific time frame or complete a set number of hours per day.
3. Communication Tools – The policy should specify which communication tools employees should use to collaborate with colleagues, such as email, video conferencing, or messaging apps.
4. Data Security – The policy should set out measures to ensure the security of company data, including password protection, data encryption, and access controls.
5. Equipment and Expenses – The policy should outline whether the company will provide equipment such as laptops, mobile phones, or internet connections, and how the expenses will be reimbursed.
6. Performance Metrics – The policy should set out the performance metrics for remote employees, such as productivity targets, attendance records and communication responsiveness.
7. Health and Safety – The policy should address health and safety issues such as ergonomics, lighting and ventilation in the remote workspace, as well as first aid and emergency procedures.

Source: Agility PEO

Agility PEO is a Founder led, global Employer of Record service. Whilst the Agility team recognise the importance of technology in the delivery of a modern EoR service, their aim is to demonstrate a personal touch. A telephone number is prominently displayed on every page of their website and their friendly experts are always ready to discuss your international expansion project.

A remote working policy is a set of guidelines and procedures that outline how employees can work outside the traditional office setting. They can have a positive impact on employee wellbeing, an organisation’s resilience and its bottom line.

Remote working policies set out a company’s expectations and rules for employees who work remotely. They define the procedures and guidelines for employees to work from their own home, a co-working space, or any other location outside the company’s physical office. 

Such policies typically cover issues such as working hours, communication tools, data security and performance metrics.

Reason to have a remote working policy

There are several reasons why companies have a remote working policy:

• It enables employees to work flexibly, potentially enhancing their productivity, job satisfaction, and work-life balance. By allowing employees to work from home or another location, companies can attract and retain top talent who may prefer this arrangement.
• Remote working can help organisations to cut costs by reducing outgoings on office space, utilities and other expenses. By permitting employees to work remotely, companies can reduce their overheads and improve their bottom line. 
• Remote working policies can reduce employee absenteeism, as employees can work from home when they are unwell, which can help to prevent the spread of illnesses in the office.
• Remote working policies can help companies to become more resilient to external disruptions such as pandemics, natural disasters or transportation strikes. By having a remote working policy in place, companies can quickly switch to a remote work mode and continue their operations without significant interruptions.

Common elements of a remote working policy

A remote working policy can vary depending on the company’s needs, culture, and industry. However, some common elements that a remote working policy should include are:

1. Eligibility Criteria – The policy should specify who is eligible for remote working, based on job responsibilities, performance metrics and equipment requirements.
2. Working Hours – The policy should outline the standard working hours for remote employees and whether they are expected to work within a specific time frame or complete a set number of hours per day.
3. Communication Tools – The policy should specify which communication tools employees should use to collaborate with colleagues, such as email, video conferencing, or messaging apps.
4. Data Security – The policy should set out measures to ensure the security of company data, including password protection, data encryption, and access controls.
5. Equipment and Expenses – The policy should outline whether the company will provide equipment such as laptops, mobile phones, or internet connections, and how the expenses will be reimbursed.
6. Performance Metrics – The policy should set out the performance metrics for remote employees, such as productivity targets, attendance records and communication responsiveness.
7. Health and Safety – The policy should address health and safety issues such as ergonomics, lighting and ventilation in the remote workspace, as well as first aid and emergency procedures.

Source: Agility PEO

Agility PEO is a Founder led, global Employer of Record service. Whilst the Agility team recognise the importance of technology in the delivery of a modern EoR service, their aim is to demonstrate a personal touch. A telephone number is prominently displayed on every page of their website and their friendly experts are always ready to discuss your international expansion project.