Telework / Remote Work / Working From Home

A home office should meet the same health and safety requirements as those available at work where possible. For example: For more information on how to set up a workstation, please see the Ergonomics section of OSH Answers. When necessary, ask if your employer can assist with a home office ergonomic assessment, which may be available remotely through video.

• requirement Your desk, chair and other accessories are of a comparable (equal) quality to that in the defined work location. For example, the desk should be of appropriate height and sturdy enough to handle the weight of any peripheral equipment that you may place on it (e.g., computers, printers, scanners, etc.).
• requirement Your employer may provide or allow you to borrow equipment such as an ergonomic chair, footrest, or technology to help set up a safer work environment. Alternatively, household objects can be used creatively to improve the ergonomics of a temporary workstation.
• administrative Your chair or workstation is adjusted properly: the keyboard is at the right height (wrists are in a neutral position), and the mouse is placed nearby (reachable without arm or wrist strain). Note that, generally speaking, the kitchen table is not an ideal work surface as the table is too high and doesn't allow for proper positioning of the wrists in relation to the keyboard and mouse.
• requirement The workspace is tidy and organized to reduce reaching and twisting motions and has been cleared of potential slip-trip-fall hazards.
• administrative Lighting is properly arranged: the computer monitor should not have reflections or glare, and light levels should not cause eye strain.
• ppe Noise levels can be controlled either by isolating the work area or using noise-cancelling headphones or hearing protection.
• engineering Ventilation and air quality in the workspace are adequate.
• requirement The temperature is comfortable and can be adjusted as needed.

• requirement Duties, expectations, and deadlines should be clearly outlined and agreed upon by both the supervisor and the teleworker. Be careful not to "overwork". There are natural breaks in a defined work location that will not occur when at home. Discussions with co-workers or a quick walk to the printer offer opportunities for a change in body position that may be missing in a remote setting. Extended hours in the same body position or repeated motions can lead to various musculoskeletal injuries.

In addition to those tips mentioned above, the following should be considered.

Fire Protection

• requirement Is there a smoke alarm in the home?
• requirement Is there clear access to a fire extinguisher?
• requirement Is there a carbon monoxide detector in the home, especially near areas where people sleep?
• requirement How many exits are available, and where are they?
• requirement Does telework space meet the safety requirements of local building and fire codes?

Emergency Procedures

• requirement Has an evacuation plan been established?
• requirement Are the first aid supplies adequate?
• requirement Are emergency contact numbers posted near the telephone?
• requirement Has a contact list been established?
• requirement Does your office contact know how to reach someone near you in the event of an emergency?

Electrical Safety

• requirement Are extension cords in good condition and positioned properly?
• requirement Are cords and cables causing a tripping hazard?
• requirement Are outlets grounded and not overloaded?
• requirement Is there surge protection for electrical equipment?
• engineering Is there sufficient ventilation for electrical equipment?

While you may not have to travel to get to work that day, it is still important to keep to a 'workday ritual.' Some tips for working at home include:

• requirement Have a specific location where you work. This location may be a room or just a corner of a room, but it is always the place where you do your work.
• administrative Begin and finish at the same time every day you are working at home. Have a beginning and end of day ritual. Since there is no longer a 'break' between waking up and going to work, some people find it helpful to leave the house and walk around the block before starting work. You may want to end the day the same way. Schedule breaks during the workday to stretch and eat, as appropriate.
• administrative As you would for working in the defined work location, set a schedule and stick to it. Make a 'to-do' list and check your accomplishments at the end of the day.
• requirement Maintain contact with the organization. Establish a routine for contact with your supervisor or co-workers. Keep your supervisor informed of your progress and any difficulties encountered. This contact includes the need for overtime to complete projects.
• requirement Attend meetings and gatherings virtually or at the defined work location if possible. This interaction helps keep you from becoming 'invisible.'
• requirement Determine what interruptions are okay and what is not. Tell your friends and family what the ground rules are.
• substitution Be honest with yourself. Teleworking is not a substitute for child or elder care, nor is it a way to simply save money on commuting costs. Too much compromise on the part of either the worker or employer can lead to problems and possible failure to meet the terms of the agreement.
• requirement Make arrangements for time off as if you were in the defined work location.

One of the most important health and safety questions that should be answered when working at home is who will be responsible for health and safety issues and worker's compensation if the worker is injured. To avoid complications, the employer and the worker should have a written agreement clarifying these matters. Where possible, aim to maintain appropriate health and safety standards at home. Health and safety issues include: This agreement or policy could also outline:

• administrative Will the employer or the health and safety committee have access to the house for safety inspections? Or, will alternative arrangements be made such as the worker using checklists or submitting photos or videos of the work area?
• requirement What parts of the house will be considered the 'workplace'? Is the bathroom and/or kitchen included?
• administrative That worker must immediately report any incident or injury to their supervisor (just as they would at the defined work location).
• requirement How will incidents be investigated?
• requirement Who buys and maintains the equipment such as the desk, chair, computer, accessories (including software and updates), general office supplies, etc.
• requirement If remote access to the company's main computer systems is available outside of the defined work location or not. If possible, how and what type of software or equipment is necessary?
• requirement If information security is a concern, consult with your IT department and do not allow other household members to use your workstation or work equipment.
• requirement What expenses will be reimbursed (dedicated telephone lines, Internet access, business telephone calls, office supplies)?
• administrative Who is responsible for paying for the costs when reporting to the defined work location?
• requirement What hours will the worker be available for, or how will the completion of assignments be determined?
• requirement How will overtime be approved?
• requirement When and how often will the worker check for messages?
• requirement Will the primary contact method be by telephone, e-mail, or other methods?
• requirement What number to call to reach the worker at home? Is there an alternative number?
• requirement Who will have access to the home office phone number?
• requirement Listing of work assignments, due dates, work expectations, etc.

The following issues or points can be used as a checklist for a teleworking agreement or policy:

• requirement Is there a statement which outlines what types of jobs or tasks may be done at home, or will each application be handled on a case-by-case basis?
• administrative Is there a statement that indicates that, except where outlined in the policy that the worker's regular conditions of employment remain the same?
• administrative Have arrangements been made for normal supervision of the worker to continue (including frequency of contact between worker and supervisor, ongoing feedback, performance appraisals and career development)?
• requirement Has the exact location (full street address) and contact details for where that worker will be working from been recorded in case of an emergency?
• requirement Does having a remote or home office violate municipal zoning regulations?
• requirement Is there a statement that the worker will follow all of the company's health and safety policies when establishing and working in a remote or home office area?
• requirement Will business meetings be held at the worker's residence, a third location, or at the defined work location? If meetings may be held in the home office, a statement that the worker will keep the home office area safe for themselves and others who may enter it may be necessary.
• administrative Is there a policy detailing how communications between the worker, co-workers and customers will function?
• administrative Is there an agreement about travel time and mileage allowance, if any, between the worker's home and the defined work location? What arrangements are needed if the worker is sent away from the home location on work business (but not to report to the defined work location)?
• requirement Is there agreement on how the workload will be assigned? How will overtime be approved?
• requirement Is there a need for company (proprietary) information to be stored in a locked room, desk, or file cabinet?

The policy should clearly state the criteria to evaluate the agreement. An evaluation may include the following items: In some cases, only changes to the telework arrangement may be necessary, while in others, the arrangement may be ended. Keep all involved up-to-date if changes to the overall policy occur.

• requirement meeting deadlines
• requirement overall or worker productivity
• requirement progress of individual or team assignments
• requirement availability to receive and return calls
• requirement impacts on the worker at home as well as other staff in the defined work location
• requirement customer service delivery
• requirement the ability to attend meetings, even on short notice