[Organisation name]: working from home policy
1. Purpose and scope
This policy explains how employees of [Organisation name] can ask to work from home, what we expect when they do, and how we keep people safe and information secure. It applies to [e.g. all employees whose duties can be done remotely]. It does not change anyone’s entitlements under the Fair Work Act 2009, their award or enterprise agreement, or their employment contract.
2. Asking to work from home
- Make your request in writing to [your manager], setting out the days or pattern of days you would like to work from home, where you will work, and when you would like to start.
- Arrangements can be up to 2 days a week unless agreed otherwise. We consider each request on its merits, including the needs of the role, the team and our clients.
- We will discuss the request with you and give you a written answer. If we cannot agree to it, we will explain why and look at alternatives.
If you have worked with us for at least 12 months (or as a regular casual for 12 months with a reasonable expectation of continuing work) and you are pregnant, a parent or carer of a child of school age or younger, a carer, have a disability, are 55 or older, are experiencing family and domestic violence, or are supporting a family or household member who is, you can also make a formal flexible working request under section 65 of the Fair Work Act. We will respond in writing within 21 days and will only refuse after discussing it with you, genuinely trying to reach agreement, considering the consequences for you, and only on reasonable business grounds. If we refuse, our response will explain the reasons and any changes we can offer.
3. Written arrangement
Each agreed arrangement is recorded in writing, setting out the days or pattern of days, the work location, any changes to how award terms apply (such as hours or breaks), the start date, and how the arrangement can be varied or ended. You will receive a copy.
4. Hours, availability and contact
Your hours, breaks and overtime are the same as in the workplace unless your written arrangement changes them in a way the award or agreement allows. Please be available [e.g. between 10 am and 3 pm on your working days] and keep your calendar up to date. Outside your working hours you may refuse to monitor, read or respond to work contact unless the refusal is unreasonable (section 333M of the Fair Work Act). Managers should avoid contacting people outside their hours except where it is genuinely needed.
5. Health and safety
Work health and safety duties apply when you work from home, under the Work Health and Safety Act 2011 (NSW). We are responsible, so far as is reasonably practicable, for the safety of your work, and you must take reasonable care of your own safety and follow reasonable instructions.
- Before starting, and when anything changes, complete the home workspace safety checklist: desk and chair set-up, screen position, lighting, trip hazards, electrical safety, ventilation, and a way to get help in an emergency.
- Take regular breaks, and tell your manager about anything affecting your health or wellbeing, including isolation, workload or stress.
- Report any injury or incident that happens while you are working, as you would in the workplace, as soon as possible.
- We may ask for photos or a video walk-through of your workspace, or arrange a check, to confirm it is safe. If it is not, we may ask you to make changes or to work from the workplace.
6. Equipment and expenses
We will provide:
- [List equipment provided, e.g. laptop, monitor, headset, chair]
[State what costs, if any, are reimbursed or paid as an allowance, and how to claim. Check your award for any working from home allowance.] Equipment we provide remains our property and must be returned when the arrangement or your employment ends.
7. Information security and privacy
- Use only our approved devices, systems and secure connections for work.
- Lock your screen when you step away, keep documents out of sight of others, and do not let other people use work devices.
- Report any lost device or suspected data breach immediately.
8. Changing or ending an arrangement
Either you or we can ask to change or end an arrangement. We will give reasonable notice and discuss it with you first, except in an emergency or if there is a safety, performance or conduct concern that needs a quicker response. Formal flexible working arrangements under section 65, and arrangements under an award term, can only be changed in the way the law or the award allows.
9. Review
This policy takes effect on [date] and will be reviewed every 12 months. It does not form part of any employee’s contract of employment.