How do you handle a workers’ compensation claim for an employee injured in their home office? Are you required to reimburse for home internet use? What are the official work hours for a remote employee? These are the tricky questions that keep business owners and HR managers up at night. An informal work-from-home arrangement leaves these critical details open to interpretation, creating risk and confusion. A comprehensive telecommuting policy provides clear, consistent answers for your entire team. It’s your first line of defense against legal issues and your best tool for maintaining a fair and productive work environment. We’ve compiled the essential telecommuting policy resources you need to address these questions head-on and create a policy that works.

Although some employers will be comfortable sending everyone home with their laptop and saying “go forth and be productive,” most will want to be a little more specific. A good telecommuting policy will generally address productivity standards, hours of work, how and when employees should be in contact with their manager or subordinates, and office expenses. For instance, your policy might require that employees are available by phone and messaging app during their regular in-office hours, that they meet all deadlines and maintain client contacts per usual, and that they check in with their manager at the close of each workday to report what they have accomplished. Be sure to let employees know whom to contact if they run into technical difficulties at home. You’ll also want to specify how expenses related to working from home will be dealt with. If you don’t expect there to be any additional expenses involved, communicate this. You don’t want employees thinking this is their chance to purchase a standing desk and fancy ergonomic chair on your dime. That said, you should consider whether employees will incur reasonable and necessary expenses while working from home. Some states mandate reimbursement for these kinds of expenses, but it’s a good practice to cover such costs even if it’s not required by law.   [Originally posted March 17, 2020 in relation to the quickly-developing COVID-19 outbreak.

Frequently Asked Questions

Do we really need a formal policy if only a few people work from home? Yes, you absolutely do. A formal policy ensures everyone is treated fairly and understands the rules, whether it’s one person working remotely or the entire company. It protects your business by creating a clear, consistent standard for things like work hours and responsibilities, which prevents confusion and potential legal issues down the road.

What are the most critical things to include in our telecommuting policy? Your policy should clearly outline a few key areas. Define work hours and expectations for availability. Set clear communication standards, like how and when to check in with managers. Establish productivity goals based on output, not just hours logged. And finally, be very specific about how you’ll handle work-related expenses.

Are we required to reimburse employees for home office expenses like internet or a new desk? This is a common and important question. Your policy needs to be explicit about what the company will and will not cover. While you can certainly set limits (so employees don’t purchase expensive furniture on the company’s dime), some states do require reimbursement for necessary business expenses. The key is to be clear and upfront in your policy to avoid any surprises.

How does a policy help if an employee gets injured while working at home? This is exactly why a policy is so important. A telecommuting agreement helps define the employee’s home office as a designated workspace and sets official work hours. This clarity is crucial for determining if an injury is work-related for a workers’ compensation claim. Without a policy, you’re left in a gray area that can be difficult and costly to sort out.

How can we ensure productivity without micromanaging our remote team? The best approach is to focus on results, not surveillance. A strong policy sets clear expectations for performance and deadlines. Instead of worrying about an employee’s every move, it establishes regular check-ins and communication routines, like a brief end-of-day report. When employees know exactly what they need to accomplish, you can trust them to manage their time effectively.

Key Takeaways

• Put it in writing to prevent problems: A formal telecommuting policy provides clear answers on tricky topics like home office injuries and work hours, protecting your business and ensuring fairness for your team.
• Define productivity and communication standards: Clearly outline core work hours, how and when your team should be available, and what performance is expected to maintain an effective work environment.
• Clarify your stance on expenses and support: Your policy should explicitly state what costs the company will cover, such as internet or supplies, and designate a clear point of contact for any technical issues.

Related Articles

• Telecommuting Policy Resources – Washington Health Insurance Agency
• Remote Employee Health Benefits: A 2026-2026 Guide
• The Employer’s Guide to Remote Work Benefits
• Best Health Benefits for Remote Employees in 2026