Remote & Hybrid Working template

2. Policy statement

{{org.name}} supports remote and hybrid working where the role allows it and the standards in this policy are met. Arrangements are agreed, not assumed; they can be adjusted with [notice period] notice where business needs change; and the same performance expectations apply wherever you work.

3. Definitions

• Hybrid working: a regular split between the workplace and home, such as [pattern, e.g. three workplace days including the team anchor day].
• Fully remote: a role performed from home, with attendance only for [listed occasions, e.g. quarterly team days].
• Ad hoc homeworking: occasional days agreed with your manager, for example for focused work or a delivery.
• Remote workplace: the address agreed for your remote work. Working from other locations, including abroad, needs prior approval from [senior role].

4. Eligibility and approval

Roles are eligible where the work can be done to standard away from site — [list ineligible roles or point to role profiles]. To request an arrangement, ask [your manager / via system]; the manager considers the role, team coverage, and your home setup, and confirms the pattern in writing within [number] days. New arrangements start with a trial period of [length].

We apply the same criteria to everyone. Declining a request needs a written business reason, and anyone can use the statutory flexible working procedure instead — see our flexible working policy.

5. Working expectations

• Be contactable on [channels] during [core hours / your agreed hours], and keep your calendar and status current.
• Attend the workplace on your agreed days and, with reasonable notice, for [occasions that need presence — e.g. training, team days, formal meetings].
• Take your breaks and finish on time — remote work must not quietly extend the working day; the Working Time Regulations 1998 apply at home too.
• Report sickness absence through the normal procedure, whichever location you were due to work from.
• Caring responsibilities need their own arrangements — homeworking sits alongside childcare, it does not replace it.

6. Health, safety and your workstation

• Complete the DSE self-assessment for your home workstation before starting a regular arrangement, and repeat it [frequency / when your setup changes].
• Set up a workstation you can use comfortably: screen at eye height, a supportive chair, and space to work without twisting. Tell [name/role] about problems the assessment finds — we will help fix them.
• Report accidents, near misses, and work-related pain or stress while working at home exactly as you would on site.
• If working alone at home affects your wellbeing, raise it early — [describe support, e.g. weekly one-to-ones, employee assistance programme].

7. Data protection and confidentiality

• Work only through [approved systems/VPN]; never move work data onto personal accounts or unapproved devices. The acceptable use and BYOD policies apply in full at home.
• Lock your screen when you step away, and position it so household members and visitors cannot read personal data.
• Keep printed material containing personal data in [secure arrangement], and shred or return it — never household bins.
• Take confidential calls where you cannot be overheard.

8. Equipment, expenses, records and review

{{org.name}} provides [list — e.g. laptop, headset] to regular remote workers; it remains company property and is returned on request or on leaving. [State your position on other costs: a one-off [amount] workstation contribution / specific items by agreement / no further contribution.] Other costs follow the expenses policy.

Agreed patterns, DSE self-assessments, and equipment records are kept in [system/location]. This policy is reviewed [frequency] and when team structures or premises change. Owner: [name/role]. Next review: [date].