Work From Home Policy: What Key Points Should You Consider When Drafting One?

Can you please help with crucial points to be kept in mind while drafting a "work from home" policy? If anyone can help with a set of guidelines or any corporate draft for the same, it would be a great help.

Well, you have raised a query on the points to be included in the policy on work from home. Nevertheless, it is important for us to understand what points you have included. If you do this, members of this forum will add value and avoid recommending something that you already know. This will save your time as well as other members' time.

Work from Home Policy Considerations

Hello, I have included the following pointers for reference:

- Job Role: WFH is directly linked to your job role. If your role requires physical presence, then you can't avail the benefit of WFH.

- Eligibility: I haven't placed anything under this yet, but I am planning to map it against the probation period. Any suggestions?

- Days: Fixing the number of days in a month/week that can be availed by an individual. Will this be fruitful?

- Accruals/Carry Forward: No accruals/carry forward for days under WFH. For example, you can avail 2 WFH days in a month. In case you avail only 1, you will still be eligible for 2 days of WFH in the next month.

Please let me know what else I can add, and any suggestions regarding the above-mentioned pointers would be greatly appreciated.

Additionally, I need a basic definition and limitations for WFH that will help employees understand the basic module for introducing this policy.

Job Role: It should be redesigned according to the role to be played, whether the role is required on an as-needed basis or at specific times. The conditions for physical presence at your office or with your client need to be established.

Eligibility: Determine the period of leave and the modality of allocating leave. Consider the nature of conveyance or cost for physical presence. You can place the employee on trial/probation, but ensure there is an evaluation procedure.

Days: Decide based on your requirements and what best suits the establishment.

Accruals/Carry Forward: No accruals/carry forward is acceptable, but you should not require the employee to work on such days. Maintain flexibility, which will be beneficial for you, as you do not know when their presence will be needed.

Please let me know what else I can add, and suggestions regarding the above-mentioned points would be appreciated.

I need a basic definition and limitations for WFH. Dear friend, a weekly off day is compulsory as they appear in a month, maybe 4 or 5 in some cases. Besides, there are 8 days against NH and FH. The rate of payment is determined as per the registration of the establishment, i.e., Shops and Commercial Act or Factory Act, and the rules of the state establishment exist.