The distinction between ‘home working’ and ‘remote working’ directly affects where employees can work – and your responsibilities as an employer. Confusing the two comes with hidden risks.

On a practical level, if your policy allows for ‘remote working’, you may be offering more flexibility than intended. As outlined above, ‘remote working’ implies the ability to work from a broader range of locations – something you may not want to permit by default. While this freedom can boost morale and performance, it also introduces legal and logistical challenges that require careful management.

For example, without clear boundaries, employees might choose to work from places that pose risks – such as noisy cafés or areas with unreliable Wi-Fi. If your policy unintentionally permits ‘remote working’ rather than ‘home working’ – or fails to define acceptable locations – this could lead to unforeseen challenges.

Key areas that could be impacted include:

• Health and safety obligations: Employers have a duty of care that varies depending on the employee’s working arrangement. Home workers may require specific safety measures for their home office set-up, such as ergonomic furniture or fire safety protocols. Remote workers, on the other hand, might work from less controlled environments. In these cases, employers must ensure workers understand their safety responsibilities, even when working from alternative locations.
• Expenses and allowances: Home workers may be entitled to allowances for heating, electricity, or broadband usage since their home serves as their primary workplace. However, remote workers may not qualify for these allowances unless your policy explicitly covers expenses for working from different locations. Clear guidance on this will help avoid confusion about what’s covered under your policy.
• Data security: Remote working can introduce security risks, as employees may use personal devices or work in less secure locations, such as crowded cafés or public Wi-Fi networks. Employers must ensure that remote workers follow strict security protocols, including using encryption, VPNs, and secure access to company systems to protect sensitive data.
• Insurance implications: If employees are working outside of their designated place of work – especially in locations not covered in your policy – you may find your insurance doesn’t cover incidents such as equipment damage or liability claims. Defining permitted working locations in your contracts and policies can help ensure your organisation remains protected.
• Productivity: Remote working can lead to productivity struggles, as employees working from public places or other non-office settings might experience distractions or poor internet connectivity. While these challenges are a natural part of remote work, they can be exacerbated without clear policies on where work can and can’t happen.