remote work policy

Building the Perfect Remote Work Policy

Trust, inclusion, transparency, consistency.

Remote work policies are a great idea for companies with remote employees. Not only do they help set expectations, but they keep teammates in sync with one another.

While remote teams may intuitively already know what should go in these policies, employers who have not yet had a remote employee may be unsure of what to include. Using our many years of experience in working remotely at many levels, we’ve created some policies you can cut and paste into your own policy.

Below is a list of all the policies we wish that our employers had when we worked remotely. Also included is a list of expectations that we feel we would want to hold ourselves to if we were a remote employer.

Have items you’d like to add? Tweet us @GetHallway


Expectations for the employer

[inclusion, trust, acting as provider]

  • The employer should trust employees are working when they say they are. Until there’s evidence to prove otherwise, trust in employees should always be the default.

  • The employer and executive should clearly communicate expectations and metrics regularly.

  • The employer should provide software that makes the team member’s preferred method(s) of communication and collaboration possible.

  • The employer should bring the team together in person at least twice yearly for face-to-face time.

  • The employer should provide a monthly allowance of [$XXX] to ensure an ergonomic or quiet workplace. Allowances can be used for things like a good office chair or a co-working membership.

  • Employers should train their managers and executives in how to run effective one-on-ones and ensure that employees feel they are valued members of the team.

  • Employers will provide recordings of meetings where key strategy decisions are made or provide explanations of new decisions within 48 hours of them being made.

Expectations of the employee

[transparent, consistent, professional]

  • The employee should set consistent schedules for when they typically work so people can generally know when to expect them to be available if needed. If their usual schedule is to change, they should let their team know.

  • The employee should work in a transparent matter when possible and make sure their coworkers can find items they may be working on when they’re not online.

  • Given different timezones, an effort should be made to find times that work for most people. For extreme time zone differences, a rotating schedule of who stays up later or wakes up earlier should be coordinated.

  • If not working during “standard” working hours, the employee should at least be available by phone if needed (i.e be reasonably available).

  • The employee should dress well when meeting with clients via video conference.

  • The employee should have a reasonably fast internet connection that enables them to connect to their team when needed.

  • When discussing matters that may affect other team members (where you would “rope someone in” if they were in the office), make every effort to get them involved in the conversation

Things in a remote work policy that will make us run far, far away very quickly

  • Remote monitoring software will be installed on your computer. It will take screenshots randomly throughout the workday.