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Sample Remote Working Policy

A worked UK remote-working policy covering eligibility, locations, equipment, security, wellbeing, monitoring, expenses and review.

Jurisdiction: Illustrative England and Wales example — mandatory statutory, regulatory and professional requirements must be checked

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Important: This sample provides general legal information only and is not legal advice. Check the law, prescribed forms and signing requirements that apply to your exact jurisdiction and circumstances before use.

# EXAMPLE: REMOTE WORKING POLICY

## Status and purpose

This fictional policy is issued by Lumen Orchard Technologies Limited on 2 June 2027. It explains the remote-working arrangements of a uk technology employer, is non-contractual unless incorporated, and is subject to individual statutory rights.

## 1. Scope and principles

This policy permits eligible employees to work remotely up to three days a week after a role and home-work risk assessment; it is non-contractual unless expressly incorporated.

The employer applies the policy consistently, avoids discrimination and consults affected employees before a material change.

## 2. Reporting and procedure

Employees must work from an approved UK address, keep core hours of 9.30 am to 3.00 pm, attend essential meetings and obtain approval before working abroad.

Managers must keep a factual chronology, respond promptly and refer serious concerns to HR. No automatic outcome follows a numerical threshold.

## 3. Support and adjustments

The company supplies an encrypted laptop and monitor. Employees must use multi-factor authentication, a private connection and locked storage, and report a data incident immediately.

The employer considers disability-related reasonable adjustments, pregnancy and family circumstances, occupational health evidence and a safe return before capability action.

## 4. Privacy and records

Managers review performance by outcomes, arrange regular wellbeing contact and consider reasonable adjustments. Monitoring is proportionate, transparent and explained in the privacy notice.

Records are minimised, access-controlled and retained under the privacy notice. Medical information is confidential and processed under UK GDPR with a lawful basis.

## 5. Review, appeal and governance

The company reimburses the agreed £3,000 annual allowance only against policy-compliant costs and reviews this policy every 12 months.

An employee may raise a concern with HR, bring a companion to a formal meeting where applicable and appeal a decision. The policy owner reviews it annually and records amendments.

Approved by Harriet Cole, People Director, on 2 June 2027: ____________________

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