What You Need to Know About a Work from Home Policy
Flexible work is here to stay — but that doesn’t mean it’s unstructured. If your employees work remotely, even part of the time, your business needs a clear Work from Home (WFH) policy.
Too often, remote work arrangements evolve informally. A quick “sure, just work from home today” turns into an ongoing pattern — without much thought given to expectations, risk, or compliance. That’s where issues begin.
A WFH policy helps set the ground rules. It outlines how, when, and under what conditions remote work is approved — and protects both the business and the employee if anything goes wrong.
Why a WFH Policy Matters
Even if remote work is working well in practice, you still need to document it. A clear WFH policy:
Sets expectations around availability, hours, and responsiveness
Clarifies how performance will be managed remotely
Outlines who provides equipment and covers expenses
Addresses safety obligations and injury reporting
Reduces legal and compliance risk
Without one, you're relying on verbal agreements and assumptions — and that’s a problem when something goes wrong.
Key Inclusions for a WFH Policy
A solid WFH policy should cover:
1. Eligibility and Approval
Who can work from home (and how often)?
What’s the process for requesting or reviewing remote work arrangements?
2. Work Hours and Availability
Are employees expected to follow standard hours?
What’s the protocol for breaks, overtime, or being ‘offline’?
3. Performance Expectations
How will output, responsiveness, and accountability be managed?
How will performance issues be flagged and addressed?
4. Health and Safety
Employers still have WHS obligations, even when an employee works remotely.
Employees must declare that their home workspace is safe
Businesses may need to provide a checklist or self-assessment
Incident reporting procedures should still apply
5. Technology, Equipment, and Security
Who supplies the equipment (laptop, phone, desk)?
How will data and information security be maintained?
What happens if equipment is lost or damaged?
Risks of Not Having a Policy
Without a WFH policy in place, businesses may face:
Confusion about entitlements and boundaries
Disputes over work hours, availability, or expectations
Increased WHS risk and possible liability for home injuries
Inconsistent treatment of employees, leading to cultural friction or claims
The more consistent and transparent the framework, the smoother the arrangement will be — especially as remote work becomes a long-term fixture, not a temporary solution.
Final Thought: Remote Doesn’t Mean Removed
Working from home should be just as structured as working on-site. A well-documented WFH policy shows your business takes flexibility seriously — but also responsibly.
If you're unsure where to start, or want to review an existing policy, we can help.
Need to create or update your WFH policy?
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