Drafting a Remote Work Policy Focused On Employee Wellbeing

Note: Links to our free templates are at the bottom of this long guide.
Also note: This is not legal advice

Introduction

The rise of remote working has created a unique set of challenges for employers and employees alike. The need for clear, comprehensive remote work policies tailored to the specific needs of each workplace is essential in ensuring that all parties are aware of their rights and obligations when it comes to remote working.

Not only do remote work policies provide crucial legal protection for both employers and employees, but they also help promote employee wellbeing. In creating a policy, employers should take into account the tools and resources that are necessary for an effective remote working environment, as well as making sure all parties understand their rights and expectations around breaks, rest periods, communication and feedback.

Genie AI’s team of expert lawyers have developed the world’s largest open source legal template library dedicated to helping to create high quality legal documents with regards to setting up a robust remote work policy – without having to pay a lawyer. With millions of datapoints gathered from Genie’s AI platform which provides insights into what market-standard remotely focused policies look like – anyone can draft and customize such documents – giving both employer and employee the peace of mind that their rights are being respected.

Regular reviews should be undertaken in order to ensure your policy remains relevant with any changes in employment law or industry standards; while also taking on board feedback from your remotely based workforce who can better advise as to what works best within their particular environment.

When it comes to ensuring a successful transition into remote working - having the right guidelines in place is key - so why not read on below for our step-by-step guidance on how you can access Genie AI’s free library templates today?

Definitions

Jurisdiction - A geographical area in which a legal system is applied.
Expectations - A strong belief that something will happen or be the case.
Cybersecurity - Measures taken to protect a computer network against unauthorized access or attack.
Structured - Having a well-defined structure or organization.
Transparency - The quality of being open and honest in communication.
Flexibility - The quality of being able to be easily adjusted or modified.
Compensation - Something, typically money, given in exchange for services rendered.
Collaborate - Work jointly with others or together especially in an intellectual endeavor.
Resource - A source of supply or support that can be drawn upon when needed.

Contents

1. Establishing Guidelines for Remote Work
2. Defining Appropriate Working Hours
3. Outlining Communication Protocols
4. Establishing Guidelines for Video Conferencing
5. Setting Expectations for Remote Employees
6. Setting Clear Tasks and Deadlines
7. Establishing Expectations for Availability
8. Ensuring Access to Necessary Resources
9. Determining Necessary Software and Equipment
10. Allocating Resources to Remote Employees
11. Establishing a Culture of Communication
12. Encouraging Open Dialogue
13. Ensuring Accessibility
14. Creating Opportunities for Social Interaction
15. Establishing Virtual Teams
16. Planning Virtual Events
17. Establishing Boundaries Between Work and Personal Life
18. Defining Working Hours
19. Encouraging Time Off
20. Developing a Comprehensive Wellbeing Program
21. Establishing Mental Health and Stress Management Programs
22. Developing Physical Activity Programs
23. Ensuring Proper Support for Mental Health
24. Providing Access to Counseling Services
25. Encouraging Self-Care
26. Prioritizing Physical Health
27. Promoting Healthy Eating Habits
28. Establishing and Promoting Exercise Routines
29. Setting Clear Goals and Expectations for Remote Workers
30. Defining Requirements for Success
31. Establishing Performance Measurements
32. Creating an Open Feedback Loop
33. Encouraging Regular and Timely Feedback
34. Establishing an Open Environment for Communication
35. Evaluating and Adjusting the Policy as Needed
36. Seeking Regular Feedback from Remote Employees
37. Modifying the Policy to Reflect Changing Needs

Get started

Establishing Guidelines for Remote Work

• Define expectations for communication between team members while working remotely
• Establish clear guidelines around when remote work is allowed and when it is not
• Set expectations for how often team members should be available
• Define what is expected in terms of responsiveness and response times
• Outline how team members should be expected to collaborate on projects
• Define the use of specific tools or software for collaboration
• Set expectations for how often team members should be available
• Decide how often team members should be able to check in with each other

Once all these expectations have been established and outlined, you can check off this step and move on to the next.

Defining Appropriate Working Hours

• Establish a baseline of expected working hours for remote employees (e.g. 9am - 5pm)
• Decide on the amount of flexibility you will allow with the baseline (e.g. 15 minutes before or after the baseline)
• Clarify if working hours are required to be within certain time zones
• Establish consequences for not adhering to the established working hours

When you can check this off your list:

• You have established a baseline of expected working hours for remote employees
• You have clarified if working hours are required to be within certain time zones
• You have established consequences for not adhering to the established working hours

Outlining Communication Protocols

• Establishing protocols for when, how often, and how employees should communicate with one another
• Establishing guidelines for when and how supervisors should check-in with employees
• Establishing protocols for how employees should communicate with their supervisors
• Establishing guidelines for how employees should communicate with other departments
• Establishing protocols for how employees should communicate with external stakeholders

When you have created and documented the protocols you want to use for communication within the company, you can check this item off the list and move on to the next step.

Establishing Guidelines for Video Conferencing

• Establish rules for meetings and conferences conducted over video calls, such as notifying participants in advance, no background noise, and wearing appropriate attire
• Set guidelines for how to use video conferencing platforms, such as muting microphones when not speaking, notifying when you are joining or leaving a meeting, and how to use the chat function
• Make sure all video conferencing platforms support private conversations and allow for the ability to record and store data securely
• Establish a code of conduct for video conferencing, such as no interrupting, no distractions, and being respectful of others
• Set expectations for video conferencing etiquette, such as being on time, using appropriate language, and avoiding multitasking

How you’ll know when you can check this off your list and move on to the next step:
Once you have established all the guidelines, rules, and expectations for video conferencing and they have been communicated and agreed upon by the remote employees, you can move on to setting expectations for the employees who are working remotely.

Setting Expectations for Remote Employees

• Establish guidelines for when remote employees should be available, including core hours that all staff should be online, as well as any flexibility options
• Set expectations for response times to work-related emails and messages
• Identify how often remote employees should check in with their supervisors
• Identify how remote employees should communicate updates on their progress
• Set a policy for remote employees regarding the use of personal devices for work-related tasks
• Clarify any policies regarding the use of company equipment by remote employees

Once these expectations have been established, you can move on to the next step in drafting your remote work policy: setting clear tasks and deadlines.

Setting Clear Tasks and Deadlines

• Identify the tasks and projects that can be completed remotely
• Establish clear deadlines that are achievable and reasonable
• Determine how tasks will be tracked and monitored
• Set up a system for communicating progress and updates
• Identify who is responsible for overseeing tasks and projects

Once the tasks and deadlines have been identified, established, tracked, monitored, and communicated, the step can be checked off the list and the next step can be completed.

Establishing Expectations for Availability

• Ensure that your remote work policy outlines expectations for availability, such as when employees should be available and when they can take breaks.
• Set clear expectations for when employees should check in and when they should be available for meetings and calls.
• Put in place policies that allow for flexibility and discretion when needed.
• Consider providing employees with resources and tools to help them manage their time and stay productive.
• When setting expectations, keep in mind the importance of work-life balance and ensure that employees have time to rest and recharge.

Once you have established expectations for availability, you will know you can check this off your list and move on to the next step.

Ensuring Access to Necessary Resources

• Identify what resources and tools employees will need to do their jobs from home
• Consider the cost of providing these resources and tools to employees
• Make sure all necessary technology is available and working properly
• Set up a support system for employees to access help when needed
• Provide training on how to use the technology and resources

When you’ve identified the resources and tools needed, set up a support system, provided training, and ensured all necessary technology is available and working, you can move on to the next step: determining necessary software and equipment.

Determining Necessary Software and Equipment

• Research the type of software that is required for remote work and any equipment needed
• Identify which items the company will provide and which items employees need to provide themselves
• Take into account any special requirements needed for specific tasks or job roles
• Consider any additional resources that may be needed such as a high-speed internet connection
• Create a list of all necessary software and equipment items and ensure they are adequately identified and accounted for
• Once the items are researched and identified, you can proceed to the next step.

Allocating Resources to Remote Employees

• Identify which resources to provide remote employees with, such as office supplies, technology, or software
• Decide who will be responsible for the purchase of these resources
• Set a budget for the resources that need to be purchased
• Purchase the necessary resources and provide them to remote employees
• Monitor the resources being used and ensure they are being used efficiently
• Track the cost of the resources and adjust the budget if needed

You’ll know this step is complete when all of the necessary resources have been purchased and provided to the remote employees.

Establishing a Culture of Communication

• Set up a virtual team chat/communication platform for your team and encourage frequent use
• Host regular check-ins with each employee, both 1-on-1 and in groups
• Implement a system for tracking employee progress and provide feedback
• Encourage employees to share their successes, challenges, and ideas with the team
• Provide employees with tools to help them stay connected with each other

You will know that you have completed this step when all employees have access to the virtual team chat/communication platform, and all employees are attending regular 1-on-1 and group check-ins.

Encouraging Open Dialogue

• Set up regular check-ins with each employee to discuss their remote experience
• Ask for feedback about their needs and how the company can better help them adjust
• Encourage employees to reach out with questions and concerns
• Schedule a weekly team meeting or call to discuss remote work updates
• Set up a system for team members to share resources and knowledge
• Consider using a survey to get additional feedback from employees

When you’re able to establish regular check-ins with each employee, a system for team members to share resources and knowledge, and schedule a weekly team meeting or call, you will have successfully completed this step.

Ensuring Accessibility

• Identify any potential barriers to remote work that could arise from employees not having the necessary tools or access to resources
• Ensure that all employees have equal access to the technology and resources necessary to work remotely
• Make sure that all employees have the same level of access to the technology and resources regardless of their location or means of access
• Consider any special needs that employees may have and make the necessary accommodations
• Establish a procedure for employees to request the necessary hardware and software for remote work
• Provide employees with training and support to help them use the technology and resources necessary for remote work

When you have identified any potential barriers to remote work, ensured all employees have equal access to the technology and resources necessary, considered any special needs that employees may have and made the necessary accommodations, established a procedure for employees to request the necessary hardware and software for remote work, and provided employees with training and support to help them use the technology and resources necessary for remote work, then you can check this step off your list and move on to the next step.

Creating Opportunities for Social Interaction

• Schedule weekly virtual coffee or lunch meetings for employees
• Facilitate virtual team building activities
• Encourage employees to join online communities for remote workers
• Provide resources for remote workers to stay connected
• Host virtual team outings

You can check off this step when each employee has had the opportunity to attend at least one virtual coffee or lunch meeting and a virtual team building activity.

Establishing Virtual Teams

• Establish a system for virtual teams, such as assigning each employee to a team, assigning team leads and other roles, and setting expectations for the team.
• Create a system for team members to communicate and collaborate, such as setting up group calls, virtual meetings, and group chats.
• Set clear expectations and guidelines for virtual teams, such as how often they should meet, how to handle disagreements, and how to ensure that everyone is able to contribute.
• Develop a plan for how teams will work together, such as how they will assign tasks, how they will track progress, and how they will handle issues and conflicts.
• Monitor team performance and ensure that team members are held accountable for their work.

You can check this off your list when you’ve established a system for virtual teams, created a system for team members to communicate and collaborate, set clear expectations and guidelines, developed a plan for how teams will work together, and monitored team performance.

Planning Virtual Events

• Determine the purpose of the virtual event
• Decide on the structure of the event and what activities it will include
• Set a date and time for the event
• Create a signup form or registration page for the event
• Choose the virtual platform or software you’ll use to host the event
• Create an invite list and send out invites
• Prepare a list of resources that participants can use during the event
• Create a post-event survey and plan to collect feedback
• Monitor the event and respond to any questions or issues
• Follow up with participants after the event

You’ll know you can check this off your list and move on to the next step when the event has been hosted and you’ve collected feedback from participants.

Establishing Boundaries Between Work and Personal Life

• Set clear expectations for when employees should be available to communicate and when they can take a break
• Ensure employees have access to the resources they need to disconnect or take a break
• Encourage employees to take regular breaks away from their workstation
• Set boundaries on after-hours communication
• Make sure employees are aware of their rights to disconnect from work during off-hours

How you’ll know when you can check this off your list and move on to the next step:
Once you have established expectations for when employees should be available to communicate and when they can take a break, have ensured employees have access to the resources they need to disconnect or take a break, set boundaries on after-hours communication, and made sure employees are aware of their rights to disconnect from work during off-hours, you can move on to the next step of drafting your remote work policy.

Defining Working Hours

• Establish what the expected working hours will be for each team member or department
• Consider the time zone differences that may come into play, if applicable
• Decide if employees will be expected to adhere to a set schedule or if they can adjust their hours as long as their work is completed
• Determine how the team will communicate if someone needs to adjust their hours for any reason
• Decide if work hours will be tracked and, if so, how that will be done
• Outline the company’s expectations around availability outside of regular working hours

Once you have established the working hours and expectations for each team member or department, you can check this step off your list and move on to the next step.

Encouraging Time Off

• Establish a policy that encourages employees to take time off and unplug from work.
• Set expectations that employees should take regular breaks throughout the workday and avoid working overtime.
• Consider offering paid time off or providing access to company-sponsored wellness resources, such as mental health days.
• Make sure employees have access to the appropriate tools and support to take time off if needed.
• Emphasize the importance of employees taking time off and explain how it can help them better manage their workload.

You can check this off your list and move on to the next step when you have established a policy that encourages employees to take time off and unplug from work, set expectations for working hours, and offered paid time off or access to company-sponsored wellness resources.

Developing a Comprehensive Wellbeing Program

• Make a list of activities, programs and resources that could help improve employee wellbeing, such as access to mental health professionals, meditation and yoga classes, online courses and other tools.
• Identify organizations and providers that can help you implement these programs in your remote workplace.
• Set a budget for wellbeing programs and communicate it to your team.
• Consider offering rewards and incentives for employees who participate in wellbeing programs.
• Develop a plan for implementing the programs in your remote workplace and communicate it to the team.

Once you have a list of activities, programs and resources, identified providers, set a budget and developed a plan, you can move on to the next step.

Establishing Mental Health and Stress Management Programs

• Research potential programs that offer mental health and stress management support and identify the best fit for your organization
• Outline the program’s objectives, goals, and services
• Set a budget for the program and develop a timeline for implementation
• Identify any contractors or vendors who will provide services
• Compile any necessary paperwork, such as consent forms and waivers
• Ensure the program is compliant with all applicable laws and regulations
• Train staff on the program and how to provide support
• Monitor program effectiveness and make appropriate changes and updates
• Communicate the program to employees and provide access to the program

Once these steps have been completed you can check off Establishing Mental Health and Stress Management Programs from your list and move onto the next step of Developing Physical Activity Programs.

Developing Physical Activity Programs

• Identify potential physical activity programs to offer employees (e.g. virtual fitness classes, challenges, etc.).
• Collate resources needed to run the programs (e.g. equipment, facilitators).
• Establish a budget to cover the costs of the physical activity programs.
• Develop a plan for how to roll out the physical activity programs to employees.
• Ensure the physical activity programs are accessible and inclusive for all remote employees.
• Monitor the success of the physical activity programs.

When you can check this off your list:

• When you have identified potential physical activity programs to offer employees.
• When you have collated resources needed to run the programs.
• When you have established a budget to cover the costs of the physical activity programs.
• When you have developed a plan for how to roll out the physical activity programs to employees.
• When you have ensured the physical activity programs are accessible and inclusive for all remote employees.
• When you have monitored the success of the physical activity programs.

Ensuring Proper Support for Mental Health

• Identify a mental health provider who offers remote services
• Develop a plan for how the company will cover the cost of mental health services for employees
• Ensure that employees are aware of their options for mental health services
• Provide guidelines on how employees can access these mental health services
• Create an anonymous survey to assess employee mental health needs
• Develop and implement a plan to address any issues identified in the survey
• Make sure there is an open and inclusive dialogue about mental health in the workplace
• Offer employees access to resources and tools to help them manage their mental health

How you’ll know when you can check this off your list and move on to the next step: After you have identified a mental health provider, developed a plan for how the company will cover the cost of mental health services for employees, ensured that employees are aware of their options for mental health services, provided guidelines on how employees can access these mental health services, created an anonymous survey to assess employee mental health needs, developed and implemented a plan to address any issues identified in the survey, made sure there is an open and inclusive dialogue about mental health in the workplace, and offered employees access to resources and tools to help them manage their mental health, you can check this step off your list and move on to the next step.

Providing Access to Counseling Services

• Research and decide on a list of available counseling services that you can provide access to for your employees
• Get quotes for the services, and decide on the best one for your needs
• Inform your employees of the counseling services available, and how to access them
• Make sure that these services are available to all employees, regardless of their role or location
• Assess the impact of the services on your employees, and review and adjust if necessary

Checklist completed when:

• You have researched, selected, and communicated the available counseling services to your employees
• Employees have access to the services, regardless of their role or location
• The impact of the services provided has been assessed and reviewed, if necessary

Encouraging Self-Care

• Explore the needs of your remote employees, such as the provision of any special equipment, resources, or support for their remote work environment.
• Encourage employees to take regular breaks, have a change of scenery, and incorporate physical activity into their day.
• Promote healthy habits such as eating regular meals and taking time for relaxation.
• Share tips for maintaining a healthy work/life balance and for staying connected with colleagues.

How you’ll know when you can check this off your list and move on to the next step:

• You can check this step off your list when you have a policy in place that encourages remote employees to practice self-care, such as taking regular breaks, incorporating physical activity into their schedule, and maintaining a healthy work/life balance.

Prioritizing Physical Health

• Create a policy that encourages employees to take regular breaks throughout the day to stretch, walk, or do light exercises.
• Encourage employees to use ergonomic office furniture, such as adjustable desks and chairs, to prevent physical discomfort or injury.
• Provide employees with access to online resources and videos that can help them learn the best practices for maintaining good physical health while working remotely.
• Create a list of resources or websites where employees can find exercises and activities they can do while working remotely.
• Offer employees access to free or discounted gym memberships or other physical activities, such as yoga or Pilates classes.

Once you have created a policy that encourages employees to prioritize physical health while working remotely, you can move on to the next step.

Promoting Healthy Eating Habits

• Provide resources to help employees access healthy food options, such as meal delivery services, grocery delivery, or meal kits
• Allow employees to expense healthy food items related to their work
• Encourage employees to maintain healthy eating habits, including providing tips and resources related to nutrition and healthy eating
• Provide a list of healthy snack options for employees to keep in their work area
• Allow for flexible lunch breaks or dedicated time for employees to take a break and eat

When you have implemented these items, you can check off this step and move onto the next step: Establishing and Promoting Exercise Routines.

Establishing and Promoting Exercise Routines

• Encourage employees to incorporate physical activity into their daily routine
• Suggest exercise classes, fitness apps and/or streaming services
• Offer discounts on fitness apparel, equipment and/or memberships
• Establish a virtual fitness group or challenge with rewards
• Make sure employees have access to any necessary equipment to exercise at home
• Provide resources and information on the importance of exercise
• Create a virtual exercise schedule to coordinate group activities

You can check this step off the list when you have provided resources and information on the importance of exercise, established a virtual fitness group or challenge with rewards, and suggested exercise classes, fitness apps and/or streaming services.

Setting Clear Goals and Expectations for Remote Workers

• Establish expectations for communication (ie. when can employees expect to receive emails, how quickly should they respond, what should the tone of communication be, etc.)
• Determine how often employees will be expected to check in with their supervisors
• Decide how much work is expected to be completed within a certain timeframe
• Set specific goals that employees should strive to reach
• Explain how performance will be evaluated and how employees will be held accountable
• Outline any processes that employees should follow in order to stay on track
• Define which tools and technology will be used and how employees should access them

When you can check this off your list and move on to the next step:

• When you have established and communicated the goals and expectations for remote workers.

Defining Requirements for Success

• Map out the roles and responsibilities of remote workers
• Define the expected hours and availability of remote workers
• Establish clear communication protocols for remote workers
• Identify the resources and tools necessary for success in a remote environment
• Determine the timeline for remote work policies to be implemented

You will know you can check this off your to-do list and move on to the next step when you have established clear requirements for remote workers related to roles and responsibilities, hours and availability, communication protocols, resources and tools, and timeline for implementation.

Establishing Performance Measurements

• Determine what performance metrics you will use to measure the success of a remote work policy.
• Consider how these metrics need to be adjusted to account for different roles and responsibilities within the organization.
• Create specific goals and objectives that will be used to measure the effectiveness of the policy.
• Outline how performance will be monitored and assessed on an ongoing basis.
• When you have established the performance metrics and goals that should be used to measure the success of the policy, you can check this off your list and move on to creating an open feedback loop.

Creating an Open Feedback Loop

• Set up a system for regular and timely feedback from employees and managers
• Make sure employees have the tools and resources needed to give feedback, such as online surveys or forms
• Encourage both managers and employees to provide feedback on a regular basis
• Make sure feedback is considered and responded to in a timely manner
• Encourage a two-way feedback loop, so that employees can provide feedback to their managers, and managers can provide feedback to their employees

Once these steps are completed, you can move on to the next step of the guide: Encouraging Regular and Timely Feedback.

Encouraging Regular and Timely Feedback

• Set up a feedback system that allows employees to provide regular and timely feedback to management and leadership
• Ensure the feedback system allows for both positive and constructive feedback
• Regularly monitor the feedback system to ensure that employees are providing feedback
• Decide on a timeline for responding to feedback and ensure that responses are provided in a timely manner
• Let employees know that their feedback is valued by responding to all feedback
• When you have established a feedback system, and identified a timeline for responding to feedback, you can check this step off your list and move on to the next step of establishing an open environment for communication.

Establishing an Open Environment for Communication

• Set up weekly team meetings via video conferencing for all remote employees to check in with each other and discuss any questions or concerns
• Make sure all team members are encouraged to participate in discussions and brainstorming sessions
• Establish a clear communication channel so that remote employees can quickly get in contact with team leaders, IT, or HR
• Ensure that remote employees have access to the same resources and tools as in-office employees
• Offer flexibility in terms of working hours and locations, and provide guidance to employees on how to structure their working day
• Encourage remote employees to take regular breaks throughout the day

How you’ll know when you can check this off your list and move on to the next step:

Once you have established a clear open environment for communication between remote employees and team leaders, as well as ensured that remote employees have access to the same resources and tools as in-office employees, you can move on to the next step.

Evaluating and Adjusting the Policy as Needed

• Monitor the policy’s impact and effectiveness
• Track performance analytics, employee feedback, and policy compliance
• Assess any changes that need to be made based on the results
• Make adjustments to the policy if necessary
• Schedule regular check-ins with remote employees to discuss their experience with the policy
• Make sure that any changes are communicated to all remote employees
• How you’ll know when you can check this off your list and move on to the next step: Once the policy has been implemented and evaluated, and any necessary adjustments have been made, you can move on to the next step.

Seeking Regular Feedback from Remote Employees

• Establish a feedback method, such as surveys, interviews, or focus groups, to gauge employee satisfaction with the policy
• Schedule periodic reviews to determine if the policy is meeting employee needs
• Make sure that feedback is anonymous, so that employees feel more comfortable in providing their honest opinion
• Encourage employees to provide constructive feedback, with an emphasis on suggestions for improvement
• Make sure that feedback is gathered from a wide variety of employees, including those at different organizational levels
• Ensure that the feedback is used to inform any modifications to the policy
• Once the feedback is gathered and used to adjust the policy, check this off your list and move on to the next step.

Modifying the Policy to Reflect Changing Needs

• Analyze feedback from remote employees on a regular basis (weekly/monthly)
• Review the policy regularly and identify areas that need improvement
• Adjust the policy to meet the changing needs of remote employees
• Make sure that the policy reflects the company’s commitment to employee wellbeing
• Keep up with legal and industry changes that could impact the policy
• Update the policy as needed
• Communicate the changes to all remote employees

How you’ll know when you can check this off your list and move on to the next step: Once you have made the changes to the policy, communicated them to remote employees, and have received feedback that the policy reflects the company’s commitment to employee wellbeing, you can check off this step and move on to the next step.

FAQ

Q: What is the difference between UK and US legislation related to remote work?

Asked by John on April 14th, 2022.
A: The main difference between UK and US legislation related to remote work is the manner of enforcement. In the UK, remote working regulations are enforced through a variety of statutory and non-statutory measures, such as health and safety regulations and employment law. In the US, remote working regulations are largely enforced through private contracts between employers and employees.

However, both countries have similar requirements when it comes to protecting employee wellbeing. In the UK, employers need to ensure that employees are adequately protected from physical and mental harm while working remotely. Similarly, employers in the US need to provide reasonable accommodations for remote workers and ensure they have access to necessary resources.

Q: Are there any EU regulations that I should be aware of when drafting a remote work policy?

Asked by Lisa on August 5th, 2022.
A: Yes, there are a number of EU regulations that you should be aware of when drafting a remote work policy. First, the EU’s Working Time Directive requires employers to ensure that employees working remotely receive at least 11 hours of rest per day and at least one uninterrupted 24-hour period each week. Additionally, the EU’s Temporary Agency Workers Directive requires employers to provide certain rights to temporary agency workers even when they are working remotely.

On top of this, employers must also comply with the EU’s General Data Protection Regulation (GDPR) when handling any employee data collected during the course of their employment. This includes ensuring that data is securely stored and only used for legitimate purposes. Finally, employers must also comply with national laws regarding labour rights and collective bargaining agreements when employing remote workers.

Example dispute

Remote Work Policy Lawsuits

• A plaintiff might raise a lawsuit related to a remote work policy if they believe their employer has violated their rights. This could include failure to properly compensate them for overtime, not providing them with adequate workspace, or not adhering to the terms of a remote work agreement.
• The plaintiff could cite relevant labor laws, such as the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), or any other relevant state or federal laws.
• The plaintiff must provide evidence that the employer’s remote work policies were inadequate or that their rights were violated. This could include proof of wage and hour violations, evidence of inadequate workspace or resources, or a copy of the remote work agreement.
• Settlement may be reached through negotiation or mediation. If damages are awarded, they may include back pay, overtime pay, reimbursement for medical expenses, or reimbursement for other costs associated with the violation of the remote work policy.

Templates available (free to use)

Remote Work Agreement
Remote Work Policy

‍