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how to draft a remote working policy uk

How to Draft a Remote Work Policy in the UK

If you're figuring out how to draft a remote working policy in the UK, you're not alone. Most small business owners either skip it entirely or copy something off the internet that doesn't reflect UK employment law. That's a problem. A remote working policy sets out the rules of the arrangement — eligibility, working hours, equipment, data security, health and safety obligations, and what happens if things go wrong. Under UK law, you have real duties to remote workers that don't disappear just because they're not in your office. The Equality Act 2010, the Health and Safety at Work Act 1974, and UK GDPR all apply. Getting this document right protects you if a dispute arises and gives your team clarity from day one. This guide walks you through exactly what to include, what UK law requires, and how to get a solid draft without paying solicitor rates for a standard document.

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Why this matters

Most founders treat remote working as an informal arrangement — a Slack message, a verbal agreement, maybe a line in a contract. That works until it doesn't. When a remote employee raises a grievance, has an accident at home, or leaves with company data, you need a written policy to fall back on. Without one, you're exposed. You also risk inconsistency — approving remote work for one employee and refusing another without documented criteria is exactly the kind of thing that leads to discrimination claims. A clear, UK-compliant remote working policy removes ambiguity, sets expectations, and gives you a defensible position if anything goes sideways.

The Atornee approach

Atornee lets you generate a UK-specific remote working policy in minutes, not days. You answer a short set of questions about your business — team size, equipment arrangements, data handling, working hours expectations — and Atornee produces a structured draft built around UK employment law requirements. It's not a generic template. It reflects your actual setup. You can review it, edit it, and use it straight away. If your situation is more complex — for example, you have employees working abroad or you're dealing with a flexible working request dispute — Atornee will flag that and tell you when a solicitor is the right next step. No upselling, just honest guidance.

What you get

A UK-compliant remote working policy draft covering eligibility, hours, equipment, data security, and health and safety obligations
Plain-English clauses that your team will actually read and understand, not dense legalese
Built-in prompts to capture your specific arrangements — BYOD, company kit, hybrid schedules, or fully remote
Guidance on where your policy intersects with UK GDPR and what data handling obligations you need to address
Clear flags for situations where you should involve a solicitor before finalising the document

Before you sign checklist

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1. Decide which roles are eligible for remote working and document your criteria clearly before drafting
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2. Confirm your position on equipment — will you provide it, reimburse it, or operate BYOD — as this affects your liability and data obligations
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3. Check your existing employment contracts to ensure your remote working policy is consistent with any existing terms
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4. Identify your data handling requirements under UK GDPR, including how remote workers should store, transfer, and dispose of company data
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5. Consider your health and safety obligations — you are still responsible for your employees' working environment even when they work from home
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6. Use Atornee to generate your draft, then review it against your specific team structure and working arrangements
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7. Share the finalised policy with your team, get written acknowledgement, and store a signed copy on each employee's record

FAQ

Is a remote working policy a legal requirement in the UK?

There is no specific law that says you must have a written remote working policy. However, you do have legal obligations to remote workers under the Health and Safety at Work Act 1974, UK GDPR, and the Equality Act 2010. A written policy is the practical way to demonstrate you've met those obligations and to protect yourself if a dispute arises. Treating it as optional is a risk most businesses shouldn't take.

What must a remote working policy include under UK law?

At minimum, your policy should cover: eligibility criteria, working hours and availability expectations, equipment and expenses arrangements, data security and UK GDPR compliance, health and safety responsibilities, how performance will be managed remotely, and the process for ending or changing a remote working arrangement. You should also address what happens if an employee wants to work from abroad, as this creates additional tax and employment law complications.

Can I refuse a flexible working request for remote work?

Yes, but only on specific statutory grounds. Since April 2024, employees have the right to request flexible working from day one of employment. You can refuse on grounds such as burden of additional costs, detrimental effect on performance, or inability to reorganise work. You must respond within two months and give a clear reason. A remote working policy helps you apply consistent criteria when assessing requests, which reduces your exposure to claims.

Does UK GDPR apply to remote workers?

Yes. If your remote workers handle personal data — which most do — your UK GDPR obligations apply in full. Your remote working policy should address how data is accessed, stored, and transferred securely from home. This includes rules on using personal devices, public Wi-Fi, and cloud storage. The ICO expects organisations to have documented controls in place. If you're unsure whether your current setup is compliant, the ICO's guidance for organisations is a good starting point.

Can I use the same policy for employees working abroad?

No. Employees working remotely from another country create a separate set of issues — potential tax residency implications, social security obligations, and the question of which country's employment law applies. Your standard UK remote working policy should not cover overseas arrangements without specific legal advice. Atornee will flag this if it comes up during your document generation.

Do I need a solicitor to draft a remote working policy?

For most straightforward arrangements, no. A well-structured template or AI-generated draft built around UK law is sufficient. You should involve a solicitor if you have complex arrangements — such as overseas remote workers, senior employees with bespoke contracts, or an existing dispute that the policy needs to address. Atornee is designed to handle the standard cases and tell you honestly when your situation needs professional legal input.

Related Atornee Guides

Cheap Contract Solicitor Alternative (UK)

Useful if you want to understand your broader options for managing employment documents without full solicitor fees.

Cheap Solicitor for NDA (UK)

Relevant if your remote workers also handle confidential information and you need an NDA alongside your policy.

Atornee Use Cases

See how other UK founders use Atornee to manage employment documents and contracts across different business types.

External References

GOV.UK Business and Self-employed

Official UK government guidance on employment obligations, flexible working rights, and business operations.

ICO Guidance for Organisations

The UK data protection authority's guidance on UK GDPR obligations — essential reading for any business with remote workers handling personal data.

UK Legislation

Primary statutory reference for the Health and Safety at Work Act 1974, Equality Act 2010, and other legislation relevant to remote working arrangements.

Trust & Verification Policy

Authored By

A

Atornee Editorial Team

UK Employment Document Research

Reviewed By

C

Compliance Review Desk

UK Business Legal Content QA

Last reviewed on 3/4/2026

"This content is based on analysis of UK employment law requirements, ICO guidance, and the practical document needs of UK small business founders managing remote and hybrid teams. It reflects the document structures and legal considerations most commonly encountered when drafting remote working policies for UK-based employees."

References & Sources