# Remote Work Policy — Template

**[Company Name]**
Effective date: [Effective Date]
Policy owner: [Name / role, e.g. Head of People]
Last reviewed: [Date]

---

## How to use this template

This is a starting point, not legal advice. It gives you the clause
structure most remote work policies need and short placeholder language
for each one. Before you publish it:

- Replace every `[bracketed]` placeholder with your own decision.
- Check local requirements for every country you have remote employees
  in — rules on the right to disconnect, expense reimbursement, and
  home-office health and safety vary by country and change over time.
- Have the final version reviewed by someone qualified to advise on
  employment law in the countries it will apply to.
- Keep a "last reviewed" date on the document and revisit it at least
  once a year.

For background on why each clause exists, see the companion guide:
[Remote work policy: what to include](/resources/remote-work-policy).

---

## 1. Purpose and scope

This policy explains how, when, and where employees of [Company Name]
may work remotely. It applies to [which roles / teams — e.g. "all
employees whose role does not require regular on-site presence"].

It does not replace the employment contract. Where this policy and a
signed contract conflict, the contract governs.

## 2. Eligibility and approval

- Remote work is available to: [roles / teams / tenure requirement].
- Approval is granted by: [manager / HR / both].
- Approval may be reviewed or withdrawn if: [performance, role change,
  business need].

_Example:_ "Remote work is open to employees whose roles can be done
off-site, subject to manager approval and an initial [30/60/90]-day
check-in."

## 3. Working hours and availability

- Core hours (if any): [e.g. 10:00–15:00 in the employee's local time
  zone, or "none — fully async"].
- Expected response time during working hours: [e.g. within 4 hours on
  Slack/email].
- Right to disconnect: employees are not expected to respond outside
  agreed working hours except [emergencies / on-call rotations, if
  any].

_Example:_ "Employees should be reachable during agreed core hours and
are free to disconnect outside them, except where covered by an
on-call rotation."

## 4. Equipment and workspace

- Equipment the company provides: [laptop, monitor, other].
- Equipment the employee provides: [desk, chair, internet connection].
- Minimum workspace standard: [safe, private, reliable internet].
- What happens if equipment is lost, stolen, or damaged: [process /
  who to notify].

_Example:_ "The company provides a laptop and core equipment. Employees
are responsible for a safe, private place to work with a reliable
internet connection."

## 5. Expenses

- Reimbursable categories: [internet, home-office allowance, co-working
  space, other].
- Reimbursement limit: [amount / cadence, or "see local addendum"].
- How to claim: [process, receipts required?].

_Example:_ "Reasonable connectivity and home-office costs are
reimbursed up to [amount] per [month/year], with receipts submitted
via [tool/process]."

Note: several countries legally require reimbursement of some
home-working costs. Check the rules where each employee actually works
before setting a company-wide limit.

## 6. Security and data handling

- Devices: work is done on [company-managed / approved personal]
  devices only.
- Networks: [VPN required? public Wi-Fi restrictions?].
- Data storage: company data is stored in [approved systems only].
- Lost or compromised device process: [who to notify, how fast].

_Example:_ "Company data is accessed only on managed devices over a
secure connection, never on shared or public computers. A lost or
stolen device must be reported to [team/contact] within 24 hours."

## 7. Communication norms

- Primary channels and their purpose: [e.g. Slack for quick questions,
  email for external, docs for decisions].
- Expected overlap / meeting hours: [time zone window].
- Default to async for: [status updates, non-urgent decisions].

_Example:_ "Teams document decisions in writing and reserve meetings
for work that needs live discussion."

## 8. Performance expectations

- Performance is measured by: [agreed outcomes / deliverables — not
  hours logged or time online].
- Review cadence: [e.g. quarterly check-ins, annual review].
- What managers own vs. what employees own: [decision rights].

_Example:_ "Performance is measured by agreed outcomes and
deliverables, not by hours logged or time online."

## 9. Working from another country

- Approval required before working from a country other than the one
  the employee was hired in: [yes/no, process].
- Maximum stay without further review: [e.g. 30 days per year].
- Employee's responsibility to disclose plans in advance: [timeframe].

_Example:_ "Employees must get written approval before working from
another country, and any stay may be time-limited. Longer or repeated
stays may require the company to change how the employee is legally
employed."

Working abroad — even briefly — can create tax and employment
obligations in the destination country, for the employee and sometimes
for the company. Treat any request to work from a new country as a
compliance question, not just a scheduling one, and route it through
[legal / People Ops / your EOR partner] before approving.

## 10. Country-specific notes

_[This section is intentionally left for you to fill in per country.
Use it to record any local rules that differ from the sections above —
right-to-disconnect laws, mandatory expense reimbursement, statutory
notice for a workspace inspection, works council requirements, and
similar. Add one sub-section per country as your team grows into it.]_

**[Country 1]:** [notes]
**[Country 2]:** [notes]

For general reference by country, see [Remote&'s country employment
guides](/guides).

## 11. Review and ownership

This policy is owned by [name/role] and reviewed at least once a year,
or sooner if laws or business needs change materially. Employees are
notified of material changes and asked to acknowledge the updated
version.

_Example:_ "This policy is reviewed at least once a year and updated
when laws or business needs change. Employees will be notified of any
material update."

---

*This template is provided by Remote& as a starting point for building
your own remote work policy. It is not legal advice and does not cover
every country's requirements. Have your final policy reviewed by
qualified counsel in the countries where you employ people.*