Remote Work Policies: What Canadian Employers Need to Know

The New Reality

Remote work has evolved from emergency response to permanent fixture. Canadian employers need comprehensive policies that address legal obligations, operational needs, and employee expectations.

1. Eligibility Criteria

Define which roles and employees are eligible:

• Job requirements — can duties be performed remotely?
• Performance standards — good standing required
• Approval process and decision-makers
• Trial periods and review timelines
• Right to revoke remote work arrangements

2. Work Schedule and Availability

Set clear expectations about when and how employees work:

• Core hours when employees must be available
• Flexibility parameters
• Response time expectations for communications
• Meeting attendance requirements
• Time tracking and reporting procedures

3. Equipment and Expenses

Clarify what the employer provides and employee responsibilities:

• Company-provided equipment (laptop, monitor, phone)
• Internet and phone reimbursement
• Software and security requirements
• Technical support availability
• Equipment maintenance and return procedures

4. Health and Safety

Employers still have health and safety obligations for remote workers. Address dedicated workspace requirements, ergonomic guidelines, right to inspect home workspace with notice, and workers' compensation for home injuries.

5. Data Security

Protect sensitive information with VPN and secure connection requirements, password and authentication protocols, restrictions on public Wi-Fi use, document handling and storage rules, and clear consequences for security breaches.

6. Performance Management

Define how performance will be measured: output and deliverable expectations, communication standards, meeting participation requirements, regular check-in schedules, and consequences of performance issues.

Multi-Jurisdictional Considerations

If employees work from different provinces, determine which employment standards apply, review workers' compensation coverage, consider tax implications, and update payroll and benefits administration. Working from outside Canada adds immigration, tax, and data sovereignty complexity.

Hybrid Arrangements

For mixed remote/office arrangements, establish required office days and flexibility, desk booking and workspace allocation, meeting scheduling considerations, and equity between remote and office workers.