What Should You Include in Work-from Home Policy for 2021?

by | Nov 27, 2022

Even before the COVID-19 pandemic, there was a shift toward hybrid workforce models through knowledge-work organizations. A number of holdouts and even examples of regression have certainly persisted. But COVID-19 modified this paradigm completely. Changes were made in a manner of days or weeks that would have taken years to implement. Business leaders and executives who thought employees would shirk their obligations, work less hours, and become unproductive were incorrect.

What is a work-from-home policy?

Chances are that your business already has a set of current policies in place. Maybe there’s a discrimination policy or a vacation days request policy.

Your Work-From-Home Policy outlines the requirements for people who are now working outside the workplace, just like these other structured manuals and procedures.

Simply put, it’s an understanding between the boss and the worker regarding the guidelines that need to be followed when work is done outside the usual workplace.

What is required to be included in your work-from-home policy?

Now here is the big question: What is your home policy job supposed to look like?

These documents can run the gamut from quick one-pagers to detailed booklets, like any other company policy. For your company and your staff, you have the versatility to build something that works best.

But when it comes to the bare necessities, let’s dive into the key elements that should be included in the most fundamental work-from-home policy.

Brief and Purpose of Policies

Mention explicitly what the purpose of your work-from-home policy is, and what you hope to accomplish by creating job opportunities from home. Share the meaning of the policy as well as how it will be applied in the future. It should increase the overall value proposition of the employee, enhancing the work experience of members of your team.

The method of submitting requests

Can employees make a formal request, or do they need to register themselves or have a conversation with their manager? The whole process of demanding work-from-home should be clearly set out. Provide a radical summary of what they ought to do to have the right to work-from-home.

Measures of productivity

The policy should also determine how the productivity of remote employees would be measured. It can be measured in a variety of ways, such as the number of cases managed, the number of customer interactions, and more, based on the time spent on the project. Companies need to consider how they want to determine their remote employees.

Measures of Response

The policy should specify whether or not it is anticipated that the remote workers will respond immediately to the manager or a colleague. The contact networks should also be simplified, fostering a healthy bond between staff and supervisors.

Legitimate termination

Owing to the absence of face-to-face communications, many employees feel insecure delivering job opportunities from home. Nonetheless, the work-from-home policy should include the fact that no worker will be fired for working remotely.

Data protection

All clear official protection and customer confidentiality requests must be specified in the policy. For instance, if you don’t want to use public WiFi for your remote worker, then it should be listed for employees to be careful when working from a public place.

Requirements and scope

Specify the roles inside the company that are eligible for remote work, taking into account client-facing duties, technological constraints, and Cybersecurity hazards. It will help to minimize repetitive or unwanted job requests from home.

In addition, explain who will accept work-from-home apps and on what basis each application will be evaluated. Will the procedure be monitored by HR, or will it be checked by the individual manager?

Before determining ‘who’ should Work-From-Home, however, they should consider the following elements:

  1. Will the nature of the job authorize them to work-from-home?
  2. Are there any problems with protection or privacy?
  3. Will it be hard to connect with the remote staff?
  4. Do they have at home the necessary software or equipment installed?
  5. What is the employee’s working circumstances?

Apart from these, ‘when’ the workers will work-from-home should also be listed in the work-from-home policy. This applies for;

  1. Particular occasions
  2. Full time
  3. By splitting their time between being in the actual workplace and their remote workstation each day.

Standards of attendance and availability

In the Work-from-Home Policy, the working availability of remote employees must be defined. Bringing the people to the desk and getting their feedback right on time can be a challenge. You need to set guidelines around when and how your remote employees should be available to avoid this problem.

Equipment and technical assistance

It needs to state what equipment will be given to its remote workers and tech support. For example, if the organization wants them to use their own computers, it needs to be stated in the policy. It should also explain what they are going to do as they also have an action plan for technical difficulties.

Compensation and Rewards

If working from home has any effects on employees’ salaries and benefits, then it should be listed in the policy.

Need any help?

Working from home will not suit all companies. The only way you’ll know whether you should let them do it is to understand the benefits and risks of your employees working remotely.

However, if you’re a client of Teceze, our professional team offers free advice on employment law to help you figure out what’s best for your company when you make important decisions.

Book your meeting today with Teceze professionals and improve your business if you’re not a customer yet.

Even before the COVID-19 pandemic, there was a shift toward hybrid workforce models through knowledge-work organizations. A regression have certainly persisted.

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