Remote work has become a lasting fixture in many companies, but how it's governed often remains informal — which can cause problems in the event of a disagreement or an inspection.

Why frame it in your work regulations

The work regulations are the natural place to set the rules for structural remote work: which days are covered, availability requirements, any expense reimbursement, and conditions for returning to on-site work. Without this written framework, each individual situation risks being negotiated case by case, which complicates HR management and can create differences in treatment that are hard to justify.

Points not to forget

  • The distinction between structural and occasional remote work, which are subject to different rules
  • The terms for reimbursing remote-work expenses, if your sector or company provides for it
  • Availability rules and the right to disconnect
  • The question of equipment provided by the company and how it may be used
Informal remote work isn't illegal in itself, but it complicates matters in the event of a disagreement — over an accident that occurred at home, for example, or a request to return to on-site work.

A simple framework is often enough

There's no need to draft a complex document: a few clear rules, added to your existing work regulations, are enough for most small organisations. Our HR team can help you word them simply.

This article is intended for general information purposes only and does not constitute personalised legal advice. As every situation is different, please contact our team for advice tailored to your business.