Why and how to set up a teleworking charter? + Free template to download

For companies that have chosen to promote remote work and formalize hybrid work, as well as for those who are more timid on the subject, one thing can agree on: remote work needs rules.

These can take the form of a Telework charter which defines the rights and duties of employees and employers. Let's take a look at how to prepare it, write it, and get help with a downloadable template!

What is the purpose of a telework charter?

A teleworking charter defines the contours of this mode of operation. in order to ensure that remote workers are able to carry out their tasks safely. The advantage is to obtain the same level of productivity as in the office - if not more in some cases - while respecting the company's managerial policies. The charter thus takes the place of the collective agreement when it has not been published.

But who says charter does not necessarily mean a rigid or indigestible document. Prefer conciseness! Our model will give you the right tips for this.

Download the remote work charter template

How to prepare a teleworking charter?

To write a telework charter, you must first convene a working group composed of representatives of employees, the CSE and management. This group must define the rules and responsibilities related to teleworking that will appear in the charter, as well as the procedures to be followed in the event of a problem (technical, managerial, etc.). It also requires consulting the collective agreements and legal rules in force to ensure that the points of the charter comply with legal requirements.

Among the essential axes before drafting the charter, you must:

• Identify goals: Define why you want to implement remote work and the results you hope to achieve in terms of productivity, employee well-being, and collaboration.

• Define rules and responsibilities: Decide what rules will apply to employees, both in terms of form and responsibilities.

• Specify the means of communication and collaboration: Define the communication tools and channels that employees will use to stay connected with each other and with their manager. In principle, collaboration tools are already in place, but it is good to remember what is mandatory and what is not. For example, is Whatsapp or Slack “official”? Or should you limit yourself to a single communication tool for requests that do not require face-to-face discussions? This requires a search for uses and sometimes even excesses that can, on this occasion, be eliminated.

• Plan the means of follow-up: Define how you want and can verify that employees work effectively remotely, and have all the resources and resources they need.

Upstream, also make sure to Survey your employees to understand what their expectations are and how they themselves imagine the different rules of teleworking. This can be done during workshops or through an online survey, and will allow them to gain their support and build a charter that corresponds to them.

🧐 Is it mandatory to have a telework charter signed?

No, as codes of good conduct provide a framework, the telework charter makes it possible to set rules, but it is not required as long as the employee is a volunteer. However, it is very useful to avoid disputes.

What is the essential information to include?

The telework charter must absolutely contain the following information:

• People who can access remote work

• The place of teleworking: necessarily at their home, or also in third places, from abroad, etc.

• The rules of collaborative use

• Availability rules

• The equipment made available or not

• The procedures to follow in the event of a technical problem

• Employee responsibilities for data security and information confidentiality

• Health and safety regulations

• Methods for monitoring performance

• How to return to the office

What to do if employees do not respect the charter?

If an employee does not respect the telework charter, this can lead to disciplinary consequences.

The penalty depends on specific circumstances and the seriousness of the offence. Depending on company policy, this can range from a call to order to more severe sanctions such as a warning or even dismissal for misconduct.

However, some elements of the charter may simply be incompatible with the uses and this may appear a posteriori. In this case, it is up to the company to better balance it.

How to support the implementation of teleworking and the charter?

To avoid disputes from occurring, the company must communicate transparently about the importance it gives to the charter and its expectations in terms of teleworking. Employees will thus be aware of the potential consequences in the event of non-compliance with established rules:

• Provide training courses or workshops dedicated to teleworking: The aim is to ensure that employees are able to work effectively remotely, to manage the stress or isolation that may occur, and therefore to provide them with support if necessary. It also makes it possible to clearly define the processes related to remote work, such as the associated tools.

• Communicate clearly about rules and responsibilities: the charter must be clear, but teams must be assured that it has been well understood, which requires clear communication on rules and responsibilities to avoid misunderstandings.

• Ensuring a smooth implementation: the charter is essential, but it should not be a substitute for the step-by-step management of teleworking to facilitate the adaptation of each person.

• Regularly assess the effectiveness of the charter: Teleworking can be seen as a project that, like many others, is based on continuous improvement. To do this, analyze over time how the charter is applied and make changes if necessary.