work from home office policy." />62% of employees have opted for working hybrid, 16% work completely remotely, and only 22% of all the employees work full-time from the office. The big question is, do your policies reflect these new ways of working?
Written by Nadine von Moltke Reviewed by Catherine Scott 7 minutes readwork from home office policy." />
Work-from-home policies are both critical and necessary, driven by the rise of remote work. A well-crafted work-from-home (WFH) policy addresses these changes. It supports the growing preference for flexible work arrangements that align with existing company policies and procedures and specifically address remote work.
Download our free work-from-home-policy template in Word:
Welcome to the future of the (hybrid) office. According to Gallup, eight in 10 remote-capable employees expect to work hybrid or fully remote, with 60% wanting to work off-site for part of the week and almost 30% not wanting to return to the office at all.
This shift is not only the result of digitization and the pandemic. Many employees have found that they like the flexibility of hybrid work, and 46% of respondents in a Workmonitor report by Randstad said they would quit if their jobs did not support work-life balance.
The challenge is that working remotely, or even hybrid, is not the same as working from the office, and traditional policies may not always accommodate these differences. To meet the needs of a hybrid or remote workforce while maintaining consistency, strong company culture, and productivity, it’s essential to have a work-from-home policy that outlines how the company allows its employees to work from locations outside the traditional office environment (typically their homes).
This type of policy specifies who is eligible to work from home, often based on the nature of their job or on a case-by-case basis. It sets expectations for working hours, clarifying if the remote work arrangement adheres to standard business hours or if there is flexibility to accommodate different schedules.
Like all company policies and procedures, a WFH policy provides clear guidelines and expectations for employees. In the context of remote work, this is crucial for maintaining consistency, efficiency, and productivity when the workplace extends beyond the traditional office setting. It ensures that employees understand their responsibilities, work hours, and the methods of communication they should use. This helps in adopting discipline and a sense of normalcy, even when working remotely.
As an HR professional, it’s important to remember that a well-defined WFH policy can lead to improved employee satisfaction and work-life balance. Allowing employees to work from home can reduce commute times and provide a more flexible schedule, accommodating personal commitments and leading to a better balance between work and personal life.
From an organizational perspective, the ability to work from home can widen the talent pool. Companies are not limited to hiring talent in the vicinity of their offices but can instead access a broader range of skills and experiences from across the globe. WFH policies can even result in cost savings by reducing the need for large office spaces, utilities, and other resources associated with maintaining a physical workplace.
In terms of productivity, many companies find that employees are more productive when they have control over their working environment. Without the usual office distractions and with the ability to create a personalized workspace, individuals find they can focus better and be more efficient with their time.
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However, as with all business practices, a work-from-home policy is only effective if it is designed with the organization and employees’ needs in mind and is managed and measured.
HR should consider various factors to ensure a comprehensive and clear policy when constructing work-from-home policy guidelines.
Importantly, a hybrid work-from-home policy will include a range of policies within the overarching policy. By its very nature, a work-from-home policy is not one-size-fits-all, and yet it is the foundation for transparency and consistency. The various ‘sub’ policies within your work-from-home policy will, therefore, meet employees’ different needs.
Here are a few policies you could include:
1. Hybrid work-from-home policy: Outline how the hybrid model operates, with specifics on how many days are expected in-office versus at home. For more detailed guidelines, read our article on developing a hybrid work schedule.
2. Work-from-home internet outage policy: Establish a protocol for what employees should do in case of an Internet outage, including any expectations for communication and a timeframe for resolving the issue.
3. Work-from-home security policy: Emphasize the importance of information security and specify the measures employees must take to protect company data. This includes using secure connections, company-approved devices, and adhering to IT security policies.
4. Work-from-home stipend policy: If applicable, define a stipend policy to cover the costs of home office setup or ongoing expenses that employees might incur when they work from home.
5. Work-from-home reimbursement policy: Provide details on what costs the company will reimburse, the process for submitting expenses, and any limits on reimbursable amounts.
6. Work-from-home equipment policy: Clarify if the company will provide the necessary equipment (computers, phones, ergonomic furniture) and how equipment support and maintenance will be handled.
7. Work hours and flexibility: Define core working hours during which all employees are expected to be available while also providing flexibility to accommodate personal obligations and varying time zones.
8. Performance management and productivity tracking: Outline how performance will be assessed. For example, is productivity based on output and completion of objectives or hours logged? What regular digital productivity tracking tools are in use?
9. Communication protocols: Determine expected response times during work hours and the use of company-approved platforms for all work-related discussions and file sharing.
10. Professional development: Outline how employees working from home will have equal access to professional development opportunities and training resources, ensuring remote work does not hinder career growth and skill advancement. Also, discuss the expectations on remote employees in terms of their development.
Dubbed Atlassian’s ‘Team Anywhere’ initiative, Atlassian has been a distributed company since its first US office opened in 2005. The company has redefined the concept of a distributed workforce by offering flexibility and autonomy in work locations, whether it’s from home or in-office.
Team Anywhere emphasizes asynchronous communication and reserves real-time meetings for key activities like project kick-offs and brainstorming. They strive for progress over perfection, continually adapting their approach based on feedback and learning. The goal is to merge remote working strengths with in-person interaction benefits for a balanced solution.
Key takeaways
EY’s work from home mandate is that “Work is what you do, not where you go.” According to EY’s website, the company’s remote working policy was developed before the lockdown and is still in place today.
EY’s policy encourages working from home, although its offices remain open, primarily to assist its employees when they face issues like power or internet disruptions. EY has also introduced an app for employees to log visits to the office or clients and has set up a ‘click and collect’ service for those needing to acquire tech accessories or other essentials.
Key takeaways
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Implementing these practices can help ensure a smooth transition to remote work and contribute to the sustainability and success of work-from-home programs.
The implementation of a comprehensive work-from-home policy is crucial for modern organizations aiming to stay competitive. This policy is the foundation for clear communication, efficient operation, and sustained employee engagement, regardless of geographical boundaries.
By considering factors such as eligibility, communication protocols, and performance tracking, companies can foster a productive and flexible work environment that aligns with the goals of both the organization and its employees. Ultimately, a well-designed WFH policy enhances operational efficiency and supports a healthier, more balanced approach to work.
