Guidelines in any good remote work policy

Remote working will increase significantly in the next ten years, according to a recent Upwork report. The report found that 63% of companies currently have remote workers. However, most companies do not have a telecommuting policy.

Not surprisingly, few policies exist for handling remote work situations. Castanon Martinez stated that informal or unspoken policies are more common. There is a learning curve that organizations are experiencing in creating security policies and protocols.

The HR angle

Part of the problem is the Human Resources department that is understaffed. This often leads to a lack of confidence on your part. By providing hard copy policies to employees. Today it is increasingly difficult to find employees to interview. And much less hiring.

Many potential employees don’t want the hassle of hard and fast rules. They may feel that this will restrict creativity. They may not be able to “think outside the box.” This kind of perceived flexibility is essential for Gen “Z”.

Guidelines in any good remote work policy

Unspoken rules can confuse company workers. Employees must be clear about their expectations. Remote work policies can cause a disconnect between employees and their supervisors, which can be unproductive and ineffective. It is critical that company leadership determine, in advance, how they will keep communication open between the company and these people.

These are guidelines to help you get started on your remote work policy.

1. Eligibility

Deciding on remote staff positions should be a priority. Gartner analyst Carol Rozwell said companies can determine which positions are eligible to work remotely by analyzing their work processes and operating models.

As an example, he used his own experience: “If you’re on the phone right now, it doesn’t really matter where I’m calling from, it doesn’t even matter where you called.”

Often remote work is simply a matter of control where leadership has a hard time trusting the employee to do their job. But surely these issues will be better solved sooner rather than later, because remote workers will be here whether we like it or not.

2 available

The policy should describe the expectations of availability for remote work if a company allows it. Castanon-Martinez said the policy should delineate whether a company has a general work schedule of 9 am to 5 pm or allows employees to choose their own hours.

Often times, the ability to choose work hours keeps workers coming into the office. You’ll want to make sure individual hours are set, reported in advance, and adhered to.

Employees will be more productive if their schedules are clear up front. And yes, unfair working conditions can arise. There should be less concern about unfair working conditions and more attention should be paid to worker productivity.

3. Productivity measures

Measuring productivity is key to remote work policies. There are many ways to measure productivity, including time spent on the project and case resolution. Companies must decide how to evaluate their employees. No one will worry about productivity if expectations are set aside.

Rozwell stated that it is important to measure work results and not just how many hours worked.

4. Equipment

Remote technology workers need the right tools. Companies must clearly indicate the equipment they will provide to remote workers. The company must specify whether it expects its employees to supply their own computers.

Remember to name the other kits that employers can expect their employees to include with reference jobs.

What equipment do you want to need?

Do you want to require GPS? High definition video equipment may be required. Rather, employees can expect to receive free in-house training to advance their career.

Note that your employee will continue to ask “my house or yours”. And you may want to give up on these problems and see how the workers work. Trust that the employee will do the right thing and work enough hours will usually return you to a better job.

5. Technical support

Companies must provide remote support for computers. Almost all large companies offer remote support for the technology. They often have poor on-site technical support. Even remote technology employees will need help with technical problems. Your business needs will help your organization create a site-specific plan.

Organizations that spell out expectations about communication foster healthy relationships between supervisors and employees. Consider requesting information on the guidelines.

6. Legitimate termination

Most company policies address legitimate termination. Rozwell highlighted its importance in a telework policy. Employers must clearly state that they will not fire employees for working remotely. Rozwell claimed that remote work is a common way for managers to feel uncomfortable.

But think about the possibility that remote work is exactly what the company needs and get used to it.

Open two-way communication is key here.

7. Physical environment

It is a good idea to include a preference for the environment an employee uses in a policy. It may be prudent to require that employees have approved the physical environment to work remotely.

Rozwell stated that this is a safety and health issue. If you look at an office environment, you can assume that it is safe and that there is a system in place to detect fire or theft. It is a safe work environment.

Although the company is not responsible for the home environment of a remote worker, you may want to address the idea of ​​establishing a designated area that is just for work.

But understand clearly that if your worker decides to sit on the couch to work and his back hurts, that is about him, not about you. A policy line could even claim this fact.

8. Security

Security breaches are a major problem for remote work. Large companies have secure networks. Employees should avoid working in public areas. The policy must clearly state that the use of public Wi-Fi is a serious violation of company policy. But teaching about security and options is the best way to avoid security problems, like VPNs.

9. Client confidentiality

Customer security and confidentiality should be addressed in a policy. A protected work environment makes it easy to keep confidential information private.

Rozwell said that if you have a customer calling you at a café, it’s a must to make sure you don’t discuss or share confidential information. Again, this is usually a matter of education, not environment. Suggest that the employee sit in his vehicle.


Most employees will do just about anything you ask of them and will work harder just for the opportunity to work from home.

Trust, trust, trust, I don’t think you’ll be disappointed.

Image credit: Andrea Piacquadio; Pexels; Thanks!

Brad Anderson

Brad Anderson

ReadWrite Editor-in-Chief

Brad is the editor who oversees the contributed content on He previously worked as an editor at PayPal and Crunchbase. You can reach him at brad at

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