How to Create an Effective Work-From-Home Policy

What to include in your policy statement and how to set your team up for success.
Kate Heinz
December 11, 2019
Updated: August 26, 2020
Kate Heinz
December 11, 2019
Updated: August 26, 2020

More employers are offering remote work opportunities to enhance their company culture, and employees are loving it. In fact, 37% of employees would change jobs for one that offers remote work. It’s become such a popular practice that more than one-third of full-time employees are expected to work remotely within the next 10 years. 

While remote work — also called telecommuting or telework — is on the rise, few employers are creating formal policies to manage and monitor the process; 57% of employers with remote staff do not have a policy in place. Failing to provide employees with specific work-from-home (WFH) guidelines is problematic and can cause confusion. 

The more information you provide employees, the better the experience will be for everyone. Read on to learn what to include in a work-from-home policy statement and how you can best prepare your team for success. 

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How to Write a Work-From-Home Policy Statement

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Before you put a plan into action, clearly outline your expectations for every employee. Include your work-from-home policy prominently within your employee handbook, and make sure every team member understands individual as well as team responsibilities. 

Use the following guidelines of what to include in your policy statement to get started. Remember, as with any aspect of your company culture, your work-from-home policy should be thoughtfully adapted to your distinct workforce. 

 

Establish a Clear Purpose

Clearly state what the purpose of this policy is, both in terms of the document itself and what you hope to accomplish by offering work-from-home opportunities. Ultimately, your work-from-home policy should improve your employee value proposition (EVP), enhance your team members’ experience at your company and align with your core values. Convey the value of the policy as well as how the statement will be utilized going forward. 

 

Define the Scope

Outline which roles within your organization are eligible for remote work. Take into account client-facing responsibilities, software limitations and cybersecurity risks. Clearly stipulate all role restrictions as to mitigate unnecessary WFH requests and prevent frustration.

Additionally, if you’d like to have more of a selective acceptance process based on individual suitability, describe the type of employee that is eligible to work from home: reliable, disciplined, autonomous, highly organized, etc. Finally, stipulate any tenure that’s required for employees to take advantage of the work-from-home policy, whether that’s three months or a full year. 

 

Outline the Work-From-Home Request Process

How should employees go about requesting WFH time? In this section, lay out the entire process — is there a formal submission, or should employees have a conversation with their manager? Furthermore, do employees need to apply to be considered for the policy prior to submitting a request? Provide a step-by-step breakdown of what employees need to do in order to have the option of working from home, and include links when necessary.

 

Explain the Approval Process

Explain who will be approving work-from-home requests and what each request will be evaluated on. Will requests be reviewed by individual managers, or will HR oversee the process? Individuals should use their best judgement in determining whether an employee would be successful working from home or not. However, they should also consider the following:

 

  • Does the employee need to interact with clients in order to complete their job?

  • Is the employee privy to private information and data that, if accessed outside the office, could jeopardize our business or clients? 

  • Is the employee’s home work environment distracting?

  • Will having the employee work remotely jeopardize our team’s success or make it difficult to communicate, collaborate or accomplish our objectives?

  • Does the employee need additional software or resources to complete their tasks outside of the office? If so, what are the associated costs?

Before you assume answers, talk with employees and allow them to address each question individually. If you know an employee has several children at home or has mentioned construction going on in their building, ask them how they will ensure they’re still productive in a different working environment. Doing so will give everyone a fair evaluation and prevent unfair work-from-home limitations based on preconceived notions and unconscious biases.

 

Set Admissible Work-From-Home Days 

In this section, explain when employees will be allowed to take advantage of the work-from-home policy. Will you provide weekly “WFH Wednesdays,” or will employees be able to work remotely as needed?

If there are certain days of the year in which remote work is not permissible — for example, during the last week of the month for sales representatives or during all-hands meetings — state that clearly within the policy so there’s no confusion when the dates roll around.

 

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List Acceptable Reasons to Work From Home

Provide examples of acceptable reasons for a work-from-home request. Make it clear that the reasons listed do not guarantee approval; employees must still submit a request.

Possible reasons an employee may need to work from home include:

  • Parenting responsibilities 

  • An illness

  • Work-life balance 

  • Appointments during the workday 

  • Commuter delays 

  • Unsafe weather conditions 

  • Home/personal emergencies

  • Other reasons discussed with and approved by supervisors

 

Designate specific Working Hours

State whether employees are expected to be online during a specific time (for example, between 9:00 a.m. – 5:00 p.m.) and if time zones will impact working hours. 

Alternatively, set the expectation that employees and managers will determine working hours on a case-by-case basis given the employee’s responsibilities and manager’s preference. 

 

Outline Communication, Responsiveness and Availability Expectations

If employees are only occasionally working remotely, it’s likely for non-work-related reasons, such as parenting, illness or work-life balance. As a result, their attention may be split between job responsibilities and outside factors. 

To ensure everything gets accomplished that needs to, consider setting communication guidelines. Are employees expected to be online and available over the course of the entire workday, or just during predetermined core hours? How do you expect WFH employees to handle their meeting schedule when out of the office? Set clear expectations so employees can better coordinate their personal matters alongside their work responsibilities and be more productive throughout the day.

Moreover, set particular guidelines for responsiveness and preferred modes of communication. Doing so holds remote workers accountable and sets expectations for in-office employees. If WFH employees aren’t expected to respond immediately to requests from their colleagues, in-office team members will know not to contact remote coworkers regarding time-sensitive matters.

 

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Set Technology Support and Requirements

In some cases, employers may require that employees have access to specific technologies — software, internet speed, personal computers — in order to be eligible for remote work. Within your work-from-home policy, outline any prerequisites so employees can coordinate their tech needs ahead of time.

Additionally, outline the procedure in case an employee is experiencing technical difficulties while working from home. You likely have tech support onsite, but if a computer stalls or a program won’t run, how do you expect WFH employees to respond when they can’t readily access your support team? Consider investing in remote desktop sharing software so tech support representatives can access an employee’s computer remotely.

 

Note Office Supplies and Maintenance Requirements

Apart from supplying employees’ technology and devices, explain whether or not you will furnish their home workspace with supplies or other amenities. From a legal standpoint, it’s important to stipulate the employee’s maintenance responsibilities and which responsibilities you, as an employer, will assume.

For example, employees are most likely expected to maintain their office cleanliness and ensure it’s well-furnished as a constructive working environment. You may agree to supply team members with common office items, such as pens, notebooks and a stapler, in which case a monthly “office supply” stipend is a great perk. 

 

Define Security Requirements

Because you can’t guarantee what kind of network your employees have access to at home, it’s vital you clearly outline security expectations, such as no working in public settings or on public WiFi networks. Additionally, in order to make working from home a reality for your employees, you may need to offer security resources, such as a Virtual Private Network (VPN), in order to protect your people and business.

Specifically outline expectations for employees in client-facing roles. Do they need to make calls from a private line? Are they allowed to work in public settings where private information can be overheard? Will you reimburse employees for voice and/or data charges incurred when making work-related calls? If you don’t explain how employees are supposed to conduct themselves when working on client projects, you can’t manage nor guarantee the security of your business. 

 

Set Productivity and Performance Expectations

Employers are often wary of offering remote work opportunities for fear that employees will take advantage of the policy. However, 65% of employees think they would be more productive at home than in the office. Manage expectations and reiterate that the work-from-home policy is truly a benefit by outlining productivity and performance standards.    

Additionally, determine how you’ll track productivity. While time logs are the obvious choice, they’re less indicative of performance than time spent on a task. Determine the specific metrics that are more relevant to your business and track those. Consider relying on managers to gauge productivity by tracking completed tasks, or utilizing a task-management platform to make work progress visible.

 

5 Tips to Make Your Work-From-Home Policy Successful

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Once you’re ready to roll out your new work-from-home policy, use the following five tips to ensure your team is set up for success.

 

1. Make communication a priority

It’s no secret that things can get lost in translation over email or instant messaging. In order to ensure tasks are completed efficiently and accurately while employees are working from home, set communication expectations between managers and direct reports. 

For example, consider having WFH employees start the day with a 15-minute call with their managers. This provides a more direct and clear communication channel where employees can get specific questions answered before diving into work and managers can adjust the individual’s priorities or deadlines without creating unnecessary confusion.

Additionally, invest in tools that can smooth out indirect communication over the course of the workday. Slack and Google Hangouts are excellent tools for instant messaging, while Skype and Zoom enable face-to-face communication to bring WFH employees into the fold. To keep track of assignments and monitor productivity, consider implementing a task-management platform like Monday.com or Asana. 

 

2. Educate all employees about the policy

Even if not every employee is eligible for your work-from-home policy, clearly explain the rules and expectations to every team member before implementing it. This is vital to your team’s success. While WFH employees hold the majority of the responsibility for accomplishing work in a timely manner, in-office employees need to be aware of what is expected of their remote colleagues as well as their own responsibilities for keeping WFH workers in the loop. 

Take extra time to review the policy with managers. Because some of their reports may be working from home more often, it’s imperative that they understand the policy and how to uphold it. 

 

3. Ask your employees for their input

We’ve laid out standard guidelines and practices for creating a work-from-home policy, but it’s important that you develop a plan that’s specifically tailored to your team and organization. Before finalizing the policy, poll your people for their thoughts on what a fair remote-work policy should look like. 

Then, ask a few of your long-term employees to weigh in on your plan thus far. Gather their feedback on your productivity and performance metrics, communication expectations and approval process to determine what may be unrealistic for your current workforce.

 

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4. Evaluate your policy regularly 

To ensure your work-from-home policy is as successful as can be, check in with your team and managers regularly after implementing the program. Has productivity increased, or worse, are there major project delays? Are managers finding it difficult to keep tabs on their reports and direct their team now that several employees are remote? Additionally, how do in-office employees feel about the policy — has it created any unforeseen obstacles to their success? 

In some companies, a work-from-home policy may cause more harm than good, and that’s OK. Despite its popularity, it’s more important to focus on engaging employees than offering desirable benefits. Continually assess your plan and its effectiveness in order to create the best employee experience possible. 

 

5. Lead with trust

It’s tempting to switch into micromanaging mode when several employees are working from home, but doing so will only create problems for your team. If you’re implementing a work-from-home policy, you simply must trust your employees. If you don’t trust them, don’t implement the policy. You also may want to up your recruiting efforts to hire more trustworthy team members, but that’s a separate issue. 

In order for your work-from-home policy to be effective, senior and middle management need to trust their direct reports to uphold expectations and adhere to the rules. If employees fail to do so, act accordingly, whether that means adjusting the policy or addressing employees individually. 

Attempting to micromanage from afar will aggravate employees and drive them away. Remote work is a huge perk that can significantly boost employee engagement levels when executed well. Trust your employees as much as you value them and they will reward you with their loyalty.

 

A work-from-home policy is extremely attractive to job seekers. Not only does it reinforce work-life balance, it also conveys to employees that they’re truly valued as individuals. It demonstrates flexibility and empathy on behalf of the employer, two characteristics that will entice top talent and keep them around. For more tips to improve your organizational culture, check these 41 company culture ideas

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