Brad is on the roll of solicitors of England & Wales but does not hold a practising certificate and does not provide legal advice.
Updated June 2026 · England & Wales
Remote working has shifted from a perk to a permanent feature of UK working life, and the paperwork needs to catch up. A contract written for an office-based role will often miss the practical realities of someone working from their kitchen table, spare room or converted garage.
A home worker employment contract sets out the terms in a way that reflects where and how the work is actually done, covering everything from equipment and expenses to health and safety duties. In this guide I'll walk through what a home worker contract typically covers, where it differs from a standard employment agreement, and the points both employers and employees tend to overlook.
Whether you're taking on your first remote hire or formalising an arrangement that has drifted into place, the detail matters.
What this document is
A home worker employment contract is a written agreement covering the relationship between an employer and an employee whose main place of work is their own home, rather than the employer's premises. It carries all the features of a standard contract of employment, things like job title, pay, hours, holiday, notice periods and grievance procedures, but adds clauses that deal with the specifics of working remotely.
The practical additions usually cover who supplies and owns the computer, phone and other equipment; how the employer contributes to household costs tied to work; how data security and confidentiality are maintained away from the office; and how the employer can inspect or service equipment at the employee's home. It will also typically set out expectations around availability, working hours and how performance will be managed when a manager isn't in the same building.
Under the Employment Rights Act 1996, employers must give employees and workers a written statement of particulars on or before the first day of employment. A home worker contract is often the document that discharges this duty while also recording the remote-specific arrangements.
How to use this document
Confirm the employment status and working pattern. Decide whether the role is full-time home working, hybrid, or occasional home working, because the contract wording will differ. Be clear about whether the employee is genuinely an employee rather than a worker or contractor, since this affects rights, tax and the level of contractual detail required.
Draft the core employment terms. Set out job title, duties, pay, hours, holiday entitlement, sick pay, probationary period, notice and termination. These are the particulars required by the Employment Rights Act 1996 and they apply to home workers in exactly the same way as to office-based staff, so none of them can be skipped.
Add the home working clauses. Cover the designated place of work, equipment provided by the employer, insurance of that equipment, rights of access to install or recover it, and any contribution towards utilities or broadband. Include data protection obligations, confidentiality, and how business records should be stored and returned when employment ends.
Address health, safety and wellbeing. The employer's duty of care extends to the home workspace, so the contract should require the employee to cooperate with risk assessments and keep the workspace reasonably safe. It's sensible to include expectations around breaks, screen use and reporting of any work-related injury or ill health.
Sign, date and retain the contract. Both parties should sign and keep a copy before the start date, or at the latest on day one. Any later variations, such as a move from hybrid to fully remote working, should be recorded in a written change to the contract rather than left to informal emails or verbal agreement.
Q Do home workers have the same employment rights as office staff?
Yes. Employees working from home have the full range of statutory rights, including the written statement of particulars, paid holiday, sick pay where eligible, protection from unfair dismissal after the qualifying period, and family-related leave. The location of the work doesn't reduce these rights, although the contract should set out how they operate in practice when the employee isn't on the employer's premises.
Q Who pays for the equipment a home worker uses?
In most cases the employer supplies the main equipment such as a laptop, monitor and any specialist software, and the contract records this. Ownership usually stays with the employer, and the employee is expected to look after it and return it when the employment ends. Smaller items and the home environment itself, like desks and chairs, vary between employers and should be spelled out.
Q Can an employer visit a home worker's house?
A contract can give the employer a right of reasonable access, with prior notice, to install, inspect, service or remove equipment. It doesn't give a right to turn up unannounced. Any visit should be arranged at a time that suits both sides, and the clause should make clear what the visit is for. This protects the employee's privacy while letting the employer look after its property.
Q Should the contract deal with expenses like heating and broadband?
It's sensible to address this directly. Some employers reimburse specific, pre-approved costs; others pay a fixed monthly allowance towards household running costs. Either approach is fine as long as the contract states which applies and how claims are made. There may also be tax implications depending on how payments are structured, so check current HMRC guidance before finalising the wording.
Q Does a home worker contract need to cover health and safety?
Yes. An employer's health and safety duties apply wherever the employee is working, so the contract should require cooperation with risk assessments of the home workspace and set out the employee's responsibilities for keeping it safe. Include a requirement to report accidents and work-related health issues in the same way as an office-based employee would.
Q When must the written statement of particulars be provided?
Since April 2020, employees and workers are entitled to a written statement of the main terms on or before the first day of employment. A well-drafted home worker employment contract satisfies this obligation, provided it covers the required particulars such as pay, hours, holiday, place of work and notice. Delaying this document until later in the employment is no longer acceptable.
Q Can a home working arrangement be changed later?
Yes, but changes to contractual terms normally need the employee's agreement, ideally recorded in writing. If an employer wants to require someone to return to the office, or to shift the balance between home and office days, this is a change to the contract rather than a management instruction. Handle it through consultation and a written variation to avoid disputes.
Home working contracts sit at the crossroads of employment law, tax and health and safety, and the right wording depends on how the role actually operates. An experienced legal adviser can talk you through the key clauses based on what you describe, so you know where to focus before drafting or signing.
✓Plain-English answers to your specific questions about home worker contracts
✓A clear explanation of which clauses matter most for what you describe
✓Practical perspective on equipment, expenses and health and safety wording
✓Help you think through your next steps before signing or issuing the contract
Personal call · For information only · Independent advisers
Written & reviewed by
Brad Askew Solicitor (non-practising)
Brad is on the roll of solicitors of England & Wales but does not hold a practising certificate and does not provide legal advice. LegalDocuments.co.uk is not a law firm and does not provide regulated legal advice.
This article is for general information only. It is a tool to help you find your way — not legal advice, and not a substitute for speaking to a qualified adviser about your situation.
