Can I customise the remote and hybrid working clauses?

Yes. The clauses can be adapted to suit your organisation’s role types, working patterns, approval process, technology, and workplace expectations.

What should a Remote and Hybrid Working Policy include in the UK?

A policy should explain who is eligible, how requests are approved, where employees may work, expected availability, performance standards, equipment responsibilities, security rules, and health and safety duties.

Does the clause library cover hybrid working arrangements?

Yes. Hybrid working is usually covered by clauses setting out office attendance, remote working days, team coordination, meetings, and changes to working patterns.

Can the clause library help with homeworking policy wording?

Yes. It can include homeworking clauses covering workspace suitability, health and safety, risk assessments, equipment, insurance, and employee responsibilities.

Why do UK employers need a Remote and Hybrid Working Policy?

Yes. A well-drafted policy helps set expectations, manage flexible working consistently, protect confidential information, and support compliance with workplace obligations.

Is a remote working policy the same as an employment contract change?

No. A policy sets general workplace rules. A contractual change may be needed if remote or hybrid working changes an employee’s contractual terms.

What is the difference between remote work and hybrid work?

Remote work usually means working away from the employer’s premises most or all of the time. Hybrid work combines remote working with attendance at the office or another workplace.

Does the clause library include data security and confidentiality clauses?

Yes. Clauses can address device use, secure networks, password protection, document handling, confidentiality, and data protection responsibilities.

Can I include equipment and technology rules in a remote working policy?

Yes. Clauses can set out employer-provided equipment, employee responsibilities, maintenance, return of property, and permitted use of devices.

Should a UK remote working policy mention health and safety?

Yes. Employees working remotely still need to follow health and safety requirements, and employers should consider suitable risk assessment and safe working arrangements.

Can the policy include remote working expenses?

Yes. The clauses can specify how expenses are approved, what costs may be reimbursed, and whether internet, phone, travel, or home office costs are covered.

How often should a Remote and Hybrid Working Policy be reviewed?

Employers should review the policy regularly, especially when employment law, business operations, technology, or working arrangements change.

Is the clause library useful for startups and small businesses?

Yes. Startups can use the clause library to create a scalable policy that defines flexible working rules early and supports consistent decision-making.

Can the clauses cover flexible working requests?

It can support flexible working request procedures by including clauses on applications, approval criteria, trial periods, reviews, and withdrawal of arrangements.

Does this clause library provide legal advice?

No. The clause library provides drafting support and example wording, but it is not a substitute for legal advice tailored to your organisation.

EN-GB>Governance>Remote and Hybrid Working Policy>UK Remote And Hybrid Working Policy Clauses

United Kingdom Remote And Hybrid Working Policy Clause Library

Created: 10 Jun 2026

Explore practical clause options for remote and hybrid working policies in the United Kingdom. This library helps you compare wording, obligations, and employer considerations when creating or reviewing an AI Generated Remote and Hybrid Working Policy for use in the United Kingdom.

Clause Name	Clause Purpose	Working Arrangement Type	Practical Considerations	Risk If Omitted
Core
Eligibility Criteria	Sets who can work remotely or hybrid and the criteria for approval.	Both	Role suitability, service needs, performance, supervision, probation and fairness.	High
Policy Scope	Identifies who the policy applies to and which arrangements it covers.	Both	Employees, workers, contractors, permanent, temporary, UK-based and overseas staff.	Medium
Contractual Status Of Arrangement	States whether remote or hybrid working changes the employment contract.	Both	Non-contractual wording, contract variation, individual letters and trial periods.	High
Request And Approval Process	Explains how employees apply and how managers decide requests.	Both	Application forms, manager approval, objective criteria, appeal route and records.	High
Flexible Working Requests	Links policy requests with statutory flexible working request procedures.	Both	Day-one right, two requests per year, consultation and two-month decision period.	High
Review Periods	Provides for periodic review of remote or hybrid arrangements.	Both	Review dates, performance, service impact, wellbeing, team needs and consultation.	Medium
Right To Vary Or Withdraw	Explains when the employer may change, suspend or end arrangements.	Both	Business needs, conduct, performance, role changes, notice and consultation.	High
Permitted Work Locations	Sets approved locations for remote work and restrictions on unsuitable places.	Remote Working	Home address, public Wi-Fi, cafés, shared spaces, security and manager approval.	High
Overseas Working Restrictions	Controls remote work outside the UK and related tax and immigration risks.	Remote Working	Prior approval, duration limits, right to work, tax residence and time zones.	High
Office Attendance Requirements	Sets expected days or occasions when hybrid workers must attend the workplace.	Hybrid Working	Minimum days, anchor days, meetings, training, client needs and notice.	High
Recommended
Anchor Days And Team Days	Allows fixed days for collaboration, meetings or whole-team attendance.	Hybrid Working	Department rules, part-time staff, reasonable adjustments and rota conflicts.	Medium
Desk Booking And Workplace Capacity	Explains how hybrid staff reserve desks and use shared office space.	Hybrid Working	Hot-desking, booking systems, lockers, quiet rooms and accessibility needs.	Medium
Core
Working Hours And Availability	Confirms working hours, availability windows and compliance with working time rules.	Both	Core hours, breaks, overtime approval, time recording and time zone differences.	High
Rest Breaks And Working Time Limits	Reminds staff to take legal rest breaks and avoid excessive working hours.	Both	20-minute breaks, 11-hour daily rest, weekly rest and opt-out records.	High
Recommended
Time Recording	Sets how remote or hybrid workers record hours and absences.	Both	Timesheets, login data, overtime, breaks, annual leave and sickness reporting.	Medium
Core
Communication Expectations	Sets expectations for contact, meetings, responsiveness and collaboration.	Both	Response times, diaries, video calls, messaging channels and manager check-ins.	Medium
Recommended
Virtual Meeting Standards	Sets rules for online meetings, conduct, privacy and professional presentation.	Both	Camera use, recording, background privacy, accessibility and meeting etiquette.	Low
Core
Wellbeing And Isolation	Addresses wellbeing risks, isolation and support for remote workers.	Remote Working	Regular contact, mental health support, workload, inclusion and lone working risks.	High
Health And Safety Responsibilities	Confirms employer and employee duties for safe remote working.	Both	Risk assessments, safe setup, accident reporting, hazards and employee cooperation.	High
Homeworking Risk Assessment	Requires assessment of risks arising from home or remote working.	Remote Working	Self-assessment forms, manager review, photos, hazards and follow-up actions.	High
Display Screen Equipment	Covers DSE assessments and workstation safety for screen users.	Both	Chair, screen, keyboard, lighting, eye tests, breaks and workstation assessments.	High
Accident And Incident Reporting	Requires prompt reporting of work-related accidents at home or remotely.	Both	Reporting channels, investigation, RIDDOR review and near-miss records.	High
Equipment Provision	States what equipment the employer provides for remote or hybrid work.	Both	Laptop, monitor, chair, keyboard, headset, delivery, maintenance and replacement.	High
Recommended
Personal Device Use	Controls whether employees may use personal devices for work.	Both	BYOD approval, encryption, passwords, updates, remote wipe and family access.	High
Core
Equipment Ownership And Return	Confirms company ownership and return obligations for equipment.	Both	Asset lists, collection, damage, deductions, termination and upgrades.	Medium
Recommended
Equipment Care And IT Support	Sets employee duties for care, loss, damage and IT support requests.	Both	Fault reporting, repairs, loan devices, insurance, misuse and security updates.	Medium
Core
Expenses And Reimbursement	Explains what remote working costs may be reimbursed and how to claim.	Both	Broadband, phone, stationery, utilities, receipts, approval and taxable benefits.	High
Recommended
Travel To Workplace Costs	Clarifies when commuting or travel costs are payable or not payable.	Hybrid Working	Normal commuting, office days, client visits, temporary workplaces and mileage.	Medium
Tax Treatment Of Homeworking Costs	Flags that payments or equipment may have tax implications.	Both	HMRC limits, taxable benefits, salary sacrifice and employee tax relief.	Medium
Core
Data Protection	Requires secure handling of personal data when working remotely.	Both	UK GDPR, access controls, printing, storage, breach reporting and training.	High
Information Security	Sets technical and organisational security rules for remote work.	Both	VPN, MFA, encryption, passwords, patching, Wi-Fi security and screen locking.	High
Confidentiality	Protects confidential information in home, public and shared environments.	Both	Private calls, locked storage, family access, clean desk and secure disposal.	High
Recommended
Printing And Paper Records	Controls printing, transport, storage and disposal of work documents.	Both	Print approval, locked storage, shredding, courier use and document registers.	High
Core
Security Incident Reporting	Requires prompt reporting of data breaches or security incidents.	Both	Lost devices, phishing, misdirected emails, 72-hour ICO assessment and escalation.	High
Recommended
Cyber Security Training	Requires staff training on remote working cyber risks.	Both	Phishing, passwords, MFA, updates, reporting and use of approved systems.	Medium
Employee Monitoring	Explains lawful monitoring of work systems, activity or productivity.	Both	Transparency, proportionality, privacy notices, DPIAs and personal device boundaries.	High
Core
Performance Management	Sets how performance will be measured and managed remotely.	Both	Outputs, objectives, supervision, feedback, underperformance and fair comparisons.	High
Recommended
Management Supervision	Defines manager contact, supervision and support arrangements.	Both	One-to-ones, workload reviews, new starters, junior staff and escalation.	Medium
Core
Conduct And Professional Standards	Confirms normal conduct rules apply when working away from the workplace.	Both	Availability, misuse of systems, conflicts, social media and disciplinary links.	Medium
Equality And Non-Discrimination	Requires fair, non-discriminatory decisions about remote and hybrid working.	Both	Protected characteristics, part-time staff, carers, objective reasons and records.	High
Reasonable Adjustments	Explains how remote or hybrid working may support disabled employees.	Both	Adjusted attendance, specialist equipment, phased returns, workspace needs and review.	High
Recommended
Carers And Dependants	Clarifies remote work is not a substitute for dependant care.	Both	Childcare, emergency dependants leave, flexibility, interruptions and working hours.	Medium
Core
Sickness Absence Reporting	Confirms normal sickness reporting rules apply to remote workers.	Both	Reporting deadlines, fit notes, remote capability, return-to-work and sick pay.	Medium
Recommended
Annual Leave And Absence Planning	Ensures holiday booking and absence cover work for distributed teams.	Both	Booking systems, handovers, visibility, minimum leave and holiday pay rules.	Medium
Optional
Remote Onboarding	Sets how new staff are inducted when working remotely or hybrid.	Both	Equipment delivery, induction, right to work checks, training and buddy systems.	Low
Recommended
Training And Competence	Requires training needed to work safely and effectively remotely.	Both	DSE, cyber security, systems, management, health and safety and inclusion.	Medium
Optional
Home Workspace Access	Sets when the employer may request access to assess or recover equipment.	Remote Working	Notice, consent, privacy, safety assessments, repairs and equipment collection.	Medium
Recommended
Home Insurance And Permissions	Requires employees to check home insurance, tenancy or mortgage permissions.	Remote Working	Insurer notification, lease restrictions, business rates concerns and landlord consent.	Medium
Employer Liability Insurance	Notes insurance should cover employees working remotely where required.	Both	Insurer notification, homeworking risks, equipment loss and public liability gaps.	Medium
Change Of Home Address	Requires employees to notify changes affecting remote working arrangements.	Remote Working	Risk assessment updates, tax, right to work, commuting distance and equipment delivery.	Medium
Right To Work And Immigration	Prevents remote arrangements from breaching work permission or sponsorship rules.	Remote Working	UK work location, sponsored workers, overseas travel and address reporting.	High
Business Continuity And Emergency Working	Covers remote working during disruption, closure or emergency situations.	Remote Working	Office closure, weather, transport strikes, IT outages and temporary instructions.	Medium
Connectivity And IT Outages	Explains what staff must do if technology prevents remote work.	Both	Reporting faults, alternative work, office attendance, mobile data and downtime.	Medium
Optional
Co-Working Spaces	Controls work from shared offices or third-party workspaces.	Remote Working	Approval, cost, confidentiality, insurance, security, calls and health and safety.	Medium
Recommended
Public Place Working	Restricts work in public places where confidentiality or security is at risk.	Remote Working	Privacy screens, calls, public Wi-Fi, screen visibility and secure conversations.	High
Core
Home Workspace Standards	Sets minimum requirements for a safe and suitable home workspace.	Remote Working	Lighting, ventilation, seating, privacy, electrical safety and trip hazards.	High
Recommended
Electrical Safety	Addresses safe use of electrical equipment in the home workspace.	Remote Working	Plugs, chargers, extension leads, PAT testing approach and damaged equipment.	Medium
Lone Working	Manages risks where staff work alone away from colleagues.	Remote Working	Check-ins, emergency contacts, wellbeing risks, home visits and escalation.	Medium
Work-Life Boundaries	Helps prevent overwork, stress and blurred home-work boundaries.	Remote Working	Expected hours, breaks, emails outside hours and manager role modelling.	Medium
Optional
Out-Of-Hours Contact	Sets expectations for emails, calls and messages outside normal hours.	Both	Urgent contact, on-call roles, delayed send, rest periods and international teams.	Low
Recommended
Team Collaboration And Inclusion	Ensures remote and office staff are included in work and decisions.	Both	Meeting access, promotion opportunities, information sharing and team cohesion.	Medium
Optional
Recruitment And Role Advertising	Clarifies how remote or hybrid options are described in vacancies.	Both	Advert wording, office location, attendance requirements and contractual status.	Low
Probationary Period Restrictions	Allows different remote or hybrid rules during probation or induction.	Both	Training needs, supervision, office days, mentoring and performance reviews.	Low
Recommended
Trial Periods	Allows arrangements to be tested before longer-term approval.	Both	Duration, review criteria, employee feedback and outcomes after the trial.	Medium
Temporary Remote Working	Covers short-term remote work for exceptional or temporary circumstances.	Remote Working	Emergencies, medical issues, travel disruption, childcare disruption and approval length.	Medium
Role Changes And Suitability Review	Requires reassessment if duties, team or seniority change.	Both	Promotion, transfer, client-facing duties, supervision needs and location changes.	Medium
Client And Site Attendance	Confirms remote workers must attend client sites or offices when required.	Both	Notice, travel, dress code, security, expenses and client confidentiality.	Medium
Optional
Dress And Presentation Standards	Sets expectations for professional appearance during video calls or site visits.	Both	Client calls, internal meetings, office days, equality and religious dress.	Low
Core
Approved Systems And Software	Requires use of approved platforms, software and storage locations.	Both	Cloud storage, file sharing, messaging apps, software installs and shadow IT.	High
Passwords And Authentication	Sets authentication standards for remote access to systems.	Both	MFA, password managers, sharing bans, device locking and account recovery.	High
Secure Network Use	Requires secure internet connections for remote work.	Remote Working	Home router passwords, VPN, public Wi-Fi restrictions and hotspot use.	High
Recommended
Intellectual Property	Confirms ownership of work created remotely remains with the employer where applicable.	Both	Work product, inventions, personal devices, storage and post-termination obligations.	Medium
Use Of AI Tools	Controls use of AI tools with work data outside the office.	Both	Approved tools, confidential data, personal data, checking outputs and records.	High
Optional
Environmental Considerations	Encourages efficient use of energy, travel and resources in hybrid work.	Both	Travel reduction, paperless working, equipment energy use and sustainability reporting.	Low
Payroll And Benefits Location Impact	Flags that location may affect payroll, benefits and allowances.	Remote Working	London weighting, travel allowances, overseas payroll, benefits and tax reporting.	Medium
Recommended
Appeals And Grievances	Explains how employees challenge decisions or raise concerns.	Both	Refusals, changed arrangements, inconsistent treatment and formal grievances.	Medium
Core
Record Keeping	Requires records of requests, decisions, reviews and risk assessments.	Both	Approvals, refusals, flexible working requests, DSE forms and review notes.	High
Recommended
Policy Ownership And Updates	Identifies who owns the policy and how changes are communicated.	Both	HR ownership, consultation, version control, manager briefings and staff notices.	Low

What Clauses Should A UK Remote And Hybrid Working Policy Include?

A robust UK Remote and Hybrid Working Policy should cover more than the number of days an employee may work from home. The highest-risk clauses are usually those dealing with eligibility, contractual status, health and safety, working time, data protection, confidentiality, equipment, expenses, performance management, and ending or changing the arrangement.

Why Should Employers Distinguish Hybrid Working From Fully Remote Working?

Hybrid working clauses need clear rules on office attendance, anchor days, team days, desk booking, commuting expectations, and changes to working patterns. Fully remote arrangements need additional controls on work location, overseas working, homeworking safety, security, isolation, and communication. Treating both models identically can create uncertainty and employee relations risk.

Which Clauses Have The Greatest Legal Or Compliance Impact?

Clauses on health and safety, display screen equipment, working time, data protection, confidentiality, equality, reasonable adjustments, expenses, and flexible working requests are especially important in the UK. These areas connect with statutory duties and regulator guidance, so vague wording can create legal, tax, operational, or information security exposure.

How Can A Policy Reduce Disputes About Homeworking Costs And Equipment?

The policy should state what the employer will provide, what employees must supply, how approval for purchases works, whether expenses are reimbursed, who owns equipment, and what happens when employment or remote working ends. This is particularly important where employees expect reimbursement for broadband, heating, furniture, travel, or co-working spaces.

Why Is A Right To Vary Or Withdraw Remote Working Important?

Employers should explain when remote or hybrid working may be reviewed, changed, suspended, or withdrawn, especially where arrangements are non-contractual or trial-based. Without this, an informal pattern may become difficult to manage and may generate disputes if business needs, performance, supervision, or client requirements change.