What should I look for before signing an agreement to start teleworking?

Teleworkers enjoy the same legal rights as other employees working from the employer's premises. However, in order to take into account the different aspects of telework, it is important to consider the following and to make sure that any necessary amendments to your contrast are made:

• Teleworking should be a voluntary arrangement, with a right to return to working from the office.
• Place of work. If working from home, there should, where possible, be a separate room available to work from, a separate telephone line, and additional heating and lighting costs should be taken into account. To avoid isolation, there should also need be agreement on attendance at on-site team meetings.
• Hours of work. Greater flexibility, within the limits of the Working Time Regulations, may be possible, perhaps with a set ‘core’ time when teleworkers undertake to be working or to be contactable. You will also need when and how you can contact the reporting manager and other company personnel.
• Extra responsibilities or duties over and above those agreed. This may include procedures for reporting to the office.
• Expenses policies may have to be altered, for example to allow claims for expenses to attend team meetings or travel to the office for other reasons. Allowances for business rates, heating, lighting, wear and tear, etc should be considered.
• Employer’s access arrangements to the working area may need to be clarified. Health and safety requirements mean that an employer has a responsibility to assess the home workplace (e.g. for electrical power supply, ergonomic use of equipment).
• Provision of equipment by the employer. This might include the provision of telephone line/ISDN/Broadband line for work purposes.
• Equipment and data security procedures, including back up should be put in place. Your employer should assume responsibility for maintaining work.
• Insurance. Employer’s insurance may need to be extended to cover the home. Workers using their own equipment should check whether such use is covered by their home insurance policy.
• Holiday and sick leave arrangements such as notifying the office and ensuring correct record keeping procedures are followed.
• Teleworkers should have access to trade union representation and be able to attend meetings within working hours. Health and safety advisors and trade union representatives should be able to visit teleworkers

Note: See our information on the legal status of teleworking