The checklist for creating a hybrid work agreement in your company

Future of work
December 21, 2022
Published by

The remote work website is becoming an essential solution for companies wishing to improve their productivity. But what steps need to be taken to create an effective remote work charter, especially for 100% remote work companies? In this article, we offer a complete checklist to help you!

Why set up a remote work charter?

To set up remote work within a company, it is essential to create a charter that will enable discussion between employer and employees. This will ensure that everyone is on the same wavelength when it comes to transforming the company's organization.

Involving employee representatives (CSE) or union delegates in the process is essential to ensure a smooth transition. In doing so, all parties will be able to express their concerns and reach an agreement that benefits all employees of the company.

Ultimately, remote work has many advantages, but a remote work charter is essential if a company is to successfully implement remote work .

The checklist of mandatory terms and conditions for a remote work

According to article L1222-9 of the French Labor Code, the following terms and conditions must be included in a remote work charter.

The general framework of the remote work

The first part of the charter must present the general framework of remote work. In particular, it should indicate the objectives of the scheme and the people concerned. It should also be pointed out that the employee retains his or her status vis-à-vis the employer, who remains responsible for the conditions under which he or she carries out his or her activity.

The missions entrusted to the employee

The second part will mention the tasks entrusted to the employee and his professional framework as well as his hierarchical position. The type of activity carried out (specific or more general tasks) should also be presented. Finally, it will be indicated whether or not supervision is provided by a superior.

The place of practice 

This part of the charter must specify whether the employee works from home, in a specially equipped area within the company, or in another location. It is also necessary to mention whether remote work is a full-time or part-time project.

Methods of organizing working time

This will define the working time and hours, as well as the arrangements for breaks and vacations. It will also specify if there are on-call duties and the conditions of these.

The means made available to the employee

Employers generally provide employees with certain tools remote work to enable them to carry out their work properly. These may include a computer, a cell phone, an Internet connection or various software programs. This part of the charter will therefore serve as a reminder of the means provided and the conditions under which they can be used. In addition, an allowance remote work may be given to employees to offset some of these costs.

Rules regarding data confidentiality

Data privacy is an important issue for the employer. Therefore, it should be addressed in the policy. In particular, you should indicate what is and is not allowed in terms of sharing and disseminating confidential information.

The employee's obligations

The employee must respect certain obligations in order for his activity to be carried out correctly. Thus, you will have to present in your charter the various commitments of the employee towards the employer (respect of the schedules, of the material provided...). You should also remind the employee to respect the applicable laws and regulations as well as the rights of other employees.

The hours during which the employer can contact the employee in remote work

A key element of a remote work charter is the specification of the hours during which the employer can contact the employee at remote work. This helps prevent burnout, by ensuring that the teleworker has time to rest and relax outside of work, without being contacted by the employer at any time of the day or night.

Consequently, specifying the times during which the employer may contact the employee at remote work is an essential part of any remote work charter.

Terms and conditions for disabled workers

To ensure that disabled workers have equal access to remote work opportunities, it is essential that the remote work charter has a clear and inclusive framework.

This framework should define the responsibilities of the company and the teleworker with a disability, as well as the specific measures that will be put in place to meet the needs of the employee. While there is no one-size-fits-all model, some common measures include providing adapted resources and flexible work schedules.

By including this type of provision in a remote work charter, companies can help to create a level playing field for all employees.

Pregnant employees' access to remote work

Since January 1, 2021, the Rixain law has introduced a right to remote work for pregnant employees. This new measure applies to all employees in the private and public sectors, whatever their status (permanent contract, fixed-term contract, temporary work, etc.). The employee can then benefit from a dispensation to work from home during her pregnancy. This request must be made by the employee and approved by the employer. Once remote work has been approved, the company must provide the employee with technical and financial support to help her adapt to this new way of working.

Pregnant women often face many challenges in their professional lives. They may have to :

  • take time off for medical appointments,
  • Coping with pregnancy-related symptoms
  • and prepare for the arrival of their new child.

For these reasons, pregnant women should benefit from a special clause in the remote work charter. The drafting of this specific content must therefore include this type of provision:

  • how the employer gives pregnant employees access to remote work ,
  • the structure of the work,
  • the benefits enjoyed by the employee.

By including a clause dedicated to pregnant employees in a remote work charter, the company ensures that its employees are able to enjoy the benefits of remote work, while taking into account their needs during pregnancy.

In conclusion, when creating a remote work charter, it is important to take into account the needs of all the company's employees. This includes :

  • control and regulate working time,
  • specify the times at which the employer may contact the employee at remote work,
  • make provisions for the teleworker with a disability,
  • include special clauses for pregnant women.

By taking these factors into account, companies can create a remote work policy that is fair and open to all company employees.

FAQ - The remote work

How should management communicate the remote work charter?

Company management must communicate the remote work charter clearly and consistently. This can be done through the CSE, when the employment contract is signed, during a training meeting, on the company website, etc.

Who can draw up a company's remote work charter?

The company's CSE is responsible for drafting the remote work charter, in collaboration with the employer. This process must involve representatives of all departments and all employees, to ensure that the needs of all company employees are taken into account.

Is there a model charter for remote work to make it easier to draw up?

Yes, there are a variety of templates available on the internet that can be used as a starting point for drafting a charter from remote work. These templates provide the framework and structure needed to create an effective remote work policy within the company.