A Clear Guide to Remote Work Eligibility, Procedures, and Expectations
A Work From Home (WFH) policy defines the rules and expectations for employees who perform their duties outside the traditional office. It offers a standardized framework to ensure remote work is productive, secure, and aligned with company goals—whether full-time or part-time.
Setting clear expectations for remote teams
A robust remote work policy typically covers:
Eligibility Criteria – Who qualifies for remote work and under what conditions
Application & Approval Process – How to formally request remote work days
Communication Norms – Guidelines for staying in sync with teams and supervisors
Tech & Infrastructure – Tools and equipment required for efficient remote operations
Performance Expectations – Standards for output, accountability, and availability
Health & Ergonomics – Ensuring a safe and comfortable home workspace
Information Security – Protecting sensitive company data in remote environments
Common scenarios for opting to work from home
1. Health Concerns
Employees recovering from illness or experiencing minor health issues may work from home to ensure continuity without affecting wellness.
2. Childcare & Family Needs
Parents may opt for WFH to care for a sick child or attend important school/family events.
3. Severe Weather Conditions
During extreme weather conditions that make commuting unsafe, employees can switch to remote work.
4. Essential Appointments
When employees have medical or other essential personal appointments during work hours, they can work remotely with prior approval.
5. Personal Obligations
Employees may request WFH for personal matters, pending approval from their supervisor.
Defining who qualifies for flexible working
Employees must have completed at least six months of tenure with the company.
They should hold a satisfactory performance record with no major issues.
Eligibility is assessed case by case, based on the role, team dependencies, and business needs.
Employees must have a dedicated home workspace—quiet, organized, and safe.
A stable internet connection and a device meeting the company’s system requirements are mandatory.
Submitting and managing WFH applications
Employees should submit a formal written request to their reporting manager detailing proposed WFH dates and hours.
Requests must be made well in advance, preferably weeks before the intended start date.
Supervisors will assess the request based on operational requirements and team workload.
All approvals are subject to managerial discretion and business priorities.
A well-crafted WFH policy ensures that employees can enjoy flexibility without compromising productivity, communication, or data security. With structured guidelines, both the organization and its workforce can benefit from a balanced remote working arrangement.