1.1 This policy establishes comprehensive guidelines for employees who work remotely on a full-time or regular basis, covering eligibility criteria, application and approval processes, performance expectations, communication requirements, equipment provision, data security obligations, and the Organization's duty of care responsibilities. The Organization recognises that remote working can enhance productivity, improve work-life balance, reduce commuting costs, and expand the available talent pool. This policy ensures that remote working arrangements are managed consistently, equitably, and in compliance with applicable employment and health and safety legislation.

1.2 This policy applies to all permanent full-time and part-time employees whose roles have been assessed as suitable for remote working based on the nature of their duties, technology requirements, collaboration needs, and client interaction expectations. Suitability assessments shall be conducted by the employee's manager in consultation with the HR department using the Organization's remote work suitability matrix. Roles that require physical presence, specialised on-site equipment, or regular face-to-face client interaction may not be eligible for full-time remote arrangements but may qualify for hybrid arrangements under the Organization's Hybrid Work Policy.

1.3 Employees seeking a remote working arrangement shall submit a formal application using the Organization's Remote Work Request Form, specifying the proposed schedule, primary work location, available workspace, and technology setup. The application shall be reviewed by the employee's direct manager, who shall assess operational feasibility, team impact, and the employee's demonstrated ability to work independently. Approved applications shall be endorsed by the department head and the HR department. Decisions shall be communicated within 15 business days. Approved remote working arrangements shall be documented in a Remote Working Agreement that is signed by the employee and retained in their personnel file.

2.1 Remote employees shall maintain a dedicated workspace at their designated remote location that is safe, ergonomically appropriate, adequately lit, and reasonably free from distractions during working hours. The workspace shall have reliable internet connectivity with a minimum bandwidth sufficient for video conferencing and access to Organization systems. Employees shall complete a home workspace self-assessment using the Organization's checklist at the commencement of the remote arrangement and annually thereafter. The Organization reserves the right to conduct a virtual workspace review to verify compliance with ergonomic and safety standards. Any identified deficiencies shall be addressed within 30 days.

2.2 The Organization shall provide remote employees with the core technology equipment necessary to perform their role effectively, including a company laptop with required software, an external monitor, an ergonomic keyboard and mouse, and a headset for video conferencing. Additional equipment such as a docking station, webcam, or printer may be provided based on role requirements and manager approval. All Organization-provided equipment remains the property of the Organization and must be returned upon termination of the remote working arrangement or separation from employment. Employees are responsible for the reasonable care and maintenance of provided equipment and shall report any damage or malfunction to the IT helpdesk within 24 hours.

2.3 Remote employees may apply for a one-time home office setup allowance to cover the cost of ergonomic furniture such as an adjustable chair and desk, internet service upgrades, and other workspace-related expenses approved under the Organization's home office allowance guidelines. The allowance amount and eligible items shall be published by the HR department and reviewed annually. Employees shall submit receipts for reimbursement within 60 days of purchase. For ongoing costs such as internet service, the Organization shall provide a monthly stipend at a rate determined by the HR department. Tax treatment of home office allowances and stipends shall comply with applicable tax regulations, and employees shall be advised to seek independent tax advice regarding any personal tax implications.

3.1 Remote employees shall be available and responsive during the Organization's core working hours, which are defined as 10:00 AM to 4:00 PM in the employee's local time zone, unless alternative arrangements are agreed with the manager. Outside of core hours, remote employees may exercise flexibility in scheduling their remaining working hours, provided that they complete their contracted hours and meet all deadlines and responsibilities. Remote employees shall maintain regular communication with their manager and team through the Organization's approved communication platforms, including email, instant messaging, and video conferencing. Response times during core hours should not exceed 30 minutes for urgent matters and 2 hours for standard communications.

3.2 Remote employees shall be held to the same performance standards, review processes, goal-setting frameworks, and professional expectations as employees working from the Organization's offices. Remote working status shall not be considered a factor in performance ratings, promotion decisions, or development opportunities. Managers shall ensure that remote employees are included in team meetings, communication channels, project assignments, and social activities on an equal basis with office-based colleagues. Performance shall be measured based on output, quality, and achievement of goals rather than visibility or hours logged. Managers shall conduct regular one-on-one meetings with remote employees at a frequency of at least fortnightly.

3.3 Remote employees may be required to attend in-person meetings, team gatherings, planning sessions, training events, and other mandatory on-site activities as determined by their manager or the Organization. The Organization shall provide reasonable advance notice of at least 10 business days for planned on-site requirements, except in cases of genuine business urgency. Travel expenses for required on-site attendance by remote employees who reside beyond daily commuting distance shall be reimbursed in accordance with the Organization's Travel Reimbursement Policy. The frequency of required on-site attendance shall be communicated at the time of the remote working arrangement approval and documented in the Remote Working Agreement.

4.1 Remote employees shall comply fully with the Organization's data security, information classification, and acceptable use policies while working remotely. Specific requirements include using the Organization's Virtual Private Network (VPN) when accessing internal systems and sensitive data, ensuring that all devices used for work are protected with strong passwords, encryption, and up-to-date security software, locking devices when unattended and storing them securely when not in use, not accessing or processing Organization data on public or unsecured Wi-Fi networks without VPN protection, ensuring that confidential information displayed on screens is not visible to unauthorised persons in the home environment, and disposing of physical documents containing confidential information using Organization-approved secure disposal methods.

4.2 Any actual or suspected data breach, security incident, loss of a device, or unauthorised access involving a remote employee's workspace or devices shall be reported to the IT security team and the employee's manager immediately upon discovery, and no later than 4 hours from the time the employee becomes aware of the incident. This includes lost or stolen laptops, smartphones, or storage devices, suspected malware infections or phishing attacks, unauthorised access to Organization systems or data, accidental disclosure of confidential information, and physical security breaches at the remote workspace. The IT security team shall investigate all reported incidents in accordance with the Organization's Incident Response Plan and shall determine appropriate remediation measures.

5.1 The Organization recognises its duty of care extends to employees working remotely and shall fulfil this obligation by providing comprehensive ergonomic guidance for home workspace setup, offering virtual ergonomic assessments for all remote employees, ensuring remote employees have access to the Employee Assistance Program and mental health resources, monitoring remote employee well-being through regular check-ins and engagement surveys, providing training on maintaining work-life boundaries in a remote environment, and ensuring that remote employees are included in workplace health and safety communications. Managers shall be trained to recognise signs of isolation, burnout, or disengagement among remote team members and shall escalate concerns to the HR department.

5.2 This policy shall be reviewed at least annually by the HR department in consultation with IT, legal, facilities management, and employee representatives. The review shall consider employee and manager feedback on the remote working experience, technology developments that affect remote working capabilities and security, changes to employment, health and safety, and data protection legislation, industry benchmarking of remote working policies and practices, the impact of remote working on productivity, engagement, collaboration, and culture, and any incidents or issues that have arisen during the review period. Proposed amendments shall be approved by the HR Director and Chief Executive Officer. Material changes shall be communicated to all employees at least 30 days before taking effect.