Working From Home Policy Template Template

WORKING FROM HOME POLICY [Company Name] Effective: [Policy Effective Date] Review: [Next Review Date] Approver: [Approver Role] 1. PURPOSE [Company Name] supports flexible working arrangements where they meet operational requirements, including working from home (WFH) arrangements. This policy outlines how WFH arrangements are requested, approved, managed and reviewed. 2. SCOPE This policy applies to all permanent and ongoing employees. Casual employees, probationary employees, and contractors may be considered case-by-case. 3. REQUESTING A WFH ARRANGEMENT An employee may request to work from home full-time, part-time (set days), or ad-hoc. Eligible employees may also have a statutory right to request flexible work under section 65 of the Fair Work Act 2009 (12 months continuous service plus a qualifying circumstance). A request must be in writing to the employee's direct manager and set out: (a) the proposed arrangement (frequency, days, hours); (b) the reason for the request; (c) any planned start date. 4. APPROVAL CONSIDERATIONS [Company Name] will consider: (a) the requirements of the role (whether duties can be performed remotely without compromising service or safety); (b) data security and access to information; (c) team collaboration and supervision needs; (d) the home work environment (workstation, ergonomics, internet); (e) work health and safety obligations. A response will be provided in writing within 21 days. Refusal of a section 65 request must be on reasonable business grounds and the employee may seek dispute resolution at the Fair Work Commission. 5. WORK HEALTH AND SAFETY The employee's home is a workplace for WHS purposes. [Company Name] will: (a) provide a self-assessment checklist for the home workstation; (b) reimburse reasonable equipment costs (chair, monitor) where required for safe work; (c) treat work-related injuries at home as workplace injuries for workers' compensation. The employee agrees to: (a) maintain a safe work environment at home; (b) report incidents and hazards in line with the WHS policy; (c) not work in conditions that pose a safety risk. 6. HOURS, AVAILABILITY AND THE RIGHT TO DISCONNECT WFH does not change ordinary hours or the right to take breaks. From 26 August 2024 (and 26 August 2025 for small business), the right to disconnect (Fair Work Act 2009 s333M) protects employees from being required to monitor or respond to contact outside ordinary hours unless that refusal is unreasonable. 7. DATA AND CONFIDENTIALITY Company data, files, and equipment must not be accessed by family members or other third parties. Devices must be locked when unattended. Confidentiality and IT acceptable use policies continue to apply. 8. PERFORMANCE Performance expectations remain the same when working from home. Output, deadlines, and quality will be assessed in line with the role's KPIs. 9. EXPENSES Reasonable WFH expenses (e.g. ergonomic chair, monitor, internet contribution) will be reimbursed where pre-approved. Tax-deductible home office expenses can be claimed by the employee under ATO rules where applicable. 10. TERMINATION OF WFH ARRANGEMENT The Employer may end a WFH arrangement on reasonable notice (typically 4 weeks) if circumstances change (operational requirements, performance concerns, safety issues). The employee may also request to end the arrangement. 11. REVIEW WFH arrangements will be reviewed at least every 12 months. Approved by: ____________________________________ (CEO / Director) Date: [Policy Effective Date] Note: From 1 September 2026, Victoria introduces a statutory right to request work from home for employees of qualifying employers (Working from Home Act 2026, Victoria). Victorian employers should align this policy with the new Act before the commencement date.