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
The shift towards remote and hybrid working has changed how British businesses operate, and most employers now need a clear framework to manage staff working outside the traditional office. A Home Working Policy is the internal document that sets out how remote arrangements operate within your organisation, covering everything from how employees apply, to what is expected of them day to day, to how the company protects its data and people.
Whether your business is exploring flexible working for the first time or tidying up arrangements that grew organically during the pandemic years, having clear written rules reduces misunderstandings and protects both sides. This guide walks through what the policy covers, who needs one, and the practical issues UK employers should think about before rolling out remote working across their teams.
What this document is
A Home Working Policy is a written set of rules and expectations that governs how employees carry out their duties from locations outside the employer's premises, most often from their own home. It sits alongside the employment contract rather than replacing it, and it typically applies whether someone works from home occasionally, on set days each week, or entirely remotely.
The policy clarifies how home working is requested and approved, what equipment the employer provides, how working hours and availability are managed, and how performance is monitored. It also addresses the less obvious but equally important issues: keeping confidential information secure, handling health and safety in a domestic setting, and making sure remote staff feel connected to the wider business.
For UK employers, the policy also acts as a reference point when things go wrong. If a dispute arises over productivity, expenses, data breaches or attendance, the written policy gives both the employer and employee a shared starting point. It is not a statutory requirement, but given the statutory right to request flexible working that applies from day one of employment, most businesses benefit from having a documented position.
How to use this document
Decide the scope of your policy. Work out whether home working will be offered to all staff, specific roles, or on a case-by-case basis. Consider whether the arrangement will be fully remote, hybrid with set office days, or occasional. The scope shapes every other part of the policy and should reflect the operational needs of your business. 2. Set out the application and approval process. Describe how an employee makes a request, what information they need to provide, who reviews it, and the timescales involved. Make clear that approval is at the company's discretion and can be withdrawn where business needs change. Link this to the statutory flexible working request process where relevant. 3. Address equipment, expenses and working environment. Spell out what the employer will supply, such as laptops, monitors or chairs, and what the employee is expected to provide themselves. Cover who pays for broadband, electricity and consumables, and set expectations for a suitable, safe workspace at home. Be clear about insurance and whether employees need to notify their home insurer or landlord. 4. Cover health, safety, data protection and working hours. Employers retain duties under health and safety law even when staff work remotely, so explain how risk assessments are carried out. Set out data security expectations, including use of company devices, password practices, and handling of confidential documents. State working hours, break expectations, and rules around availability and right to disconnect. 5. Explain review, variation and termination of the arrangement. Describe how the arrangement will be reviewed, the circumstances in which home working may be paused or ended, and the notice given to either side. Include how performance will be measured, how employees stay connected to the team, and when attendance at the office is required for meetings, training or reviews.
Q Is a Home Working Policy legally required in the UK?
There is no specific law requiring employers to have a written Home Working Policy. However, employers have statutory duties around health and safety, data protection and flexible working requests that apply regardless of where staff work. A written policy is the most practical way to demonstrate you are meeting those duties consistently and to avoid disputes about what was or was not agreed.
Q Do employees have a right to work from home?
Employees do not have an automatic right to work from home, but most have a day-one statutory right to request flexible working, which can include home or hybrid arrangements. Employers must consider requests reasonably and can only refuse on specific business grounds. A clear policy helps you handle these requests consistently and shows you have followed a fair process.
Q Who is responsible for health and safety when an employee works from home?
The employer's duty of care extends to staff working from home. This typically means carrying out a risk assessment of the home workspace, providing guidance on setting up a safe work area, and checking that equipment is suitable. The employee is usually expected to cooperate by reporting hazards and following the company's health and safety rules in their home environment.
Q Can an employer end a home working arrangement once it has started?
Yes, but how you do it matters. If home working is part of the contractual terms, ending it may require agreement or a formal contract variation. If the policy makes clear the arrangement is at the company's discretion and subject to review, ending or pausing it is generally easier. Always give reasonable notice and a clear reason, and apply the policy consistently.
Q Should the policy cover expenses like broadband and electricity?
It should. Employees increasingly expect clarity on who pays for the running costs of working from home. Some employers contribute a monthly allowance, others provide specific equipment only, and some expect the employee to absorb day-to-day costs. Whatever you decide, set it out in writing to avoid misunderstandings and check current HMRC guidance on tax treatment of home working allowances.
Q How does data protection apply to home working?
The UK GDPR and Data Protection Act 2018 apply equally whether staff are in the office or at home. Your policy should cover secure use of company devices, rules on printing or storing documents at home, use of personal email accounts, and what to do if a device is lost or stolen. Training and written rules help reduce the risk of a reportable data breach.
Q Does the policy need to cover hybrid working as well as full remote working?
A single policy can cover both, and for most UK employers that is the simpler approach. The document can set out general principles that apply to anyone working away from the office, with specific sections for occasional home working, regular hybrid patterns, and fully remote roles. This keeps your approach consistent while allowing flexibility for different roles.
Getting a home working arrangement right means balancing flexibility, fairness, and your duties as an employer under UK law. An experienced legal adviser can help you think through the key issues for your business based on what you describe on the call.
✓Plain-English answers to your specific questions about home working
✓Practical perspective on the issues that matter for your business
✓Clarity on what to include based on what you describe
✓What to watch out for when rolling out remote arrangements
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.
