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A Remote Working Policy sets clear rules and expectations for employees who work outside the office in Germany. It covers essential details like work hours, data protection requirements under the BDSG (Federal Data Protection Act), and how teams should communicate when working remotely.

The policy handles key legal aspects such as workplace safety regulations (Arbeitsschutzgesetz), equipment provisions, and insurance coverage for home offices. It also outlines procedures for tracking working time in line with German labor laws, specifies reimbursement guidelines for work-related expenses, and establishes protocols for maintaining information security while working remotely.

Your organization needs a Remote Working Policy when employees start working from home or other off-site locations. This becomes especially crucial in Germany when remote work extends beyond occasional home office days into regular arrangements, triggering specific obligations under German labor law (Arbeitsrecht).

Use this policy before launching flexible work programs, during organizational restructuring, or when expanding operations across different regions. It's particularly important when dealing with data protection requirements, workplace safety compliance, and managing cross-border remote work arrangements within the EU. Having clear guidelines helps prevent misunderstandings about working hours, equipment usage, and expense reimbursements.

• Work From Home Agreement: Standard policy focusing on permanent home office arrangements, covering core workplace safety and data protection requirements under German law
• Telework Agreement: Comprehensive policy for flexible work locations, including detailed provisions for alternating workplace arrangements and cross-border considerations
• Remote Employee Equipment Agreement: Specialized policy focusing on company equipment usage, IT security measures, and liability arrangements for remote workers

• HR Departments: Draft and maintain Remote Working Policies, ensure compliance with German labor laws, and coordinate with Works Councils for implementation
• Legal Teams: Review policies for compliance with BDSG data protection requirements and workplace safety regulations
• Department Managers: Implement policy guidelines, monitor remote work effectiveness, and ensure proper documentation
• Remote Employees: Follow policy requirements regarding work hours, data security, and equipment usage
• Works Councils (Betriebsrat): Review and approve policies, ensuring they protect employee interests under German co-determination laws

• Scope Assessment: Determine which employees will work remotely and document specific work arrangements for each role
• Technical Infrastructure: List required equipment, software, and data security measures compliant with BDSG standards
• Working Hours: Document core availability times, break periods, and time tracking methods under German labor law
• Safety Guidelines: Outline workplace safety requirements for home offices according to Arbeitsschutzgesetz
• Works Council Input: Gather feedback from employee representatives before finalizing the policy
• Documentation Review: Use our platform to generate a legally compliant policy template, ensuring all mandatory elements are included

• Work Location Terms: Clear definition of approved remote work locations and any geographical restrictions
• Working Hours: Specification of core hours, break periods, and time recording requirements under German working time laws
• Data Protection: BDSG-compliant measures for handling sensitive information and maintaining confidentiality
• Equipment Provisions: Details about company-provided tools, maintenance responsibilities, and usage guidelines
• Health & Safety: Workplace safety requirements aligned with Arbeitsschutzgesetz standards
• Expense Handling: Clear guidelines for reimbursement of work-related costs
• Communication Protocol: Required availability and response times during work hours

While both documents address workplace flexibility, a Remote Working Policy differs significantly from a Flexible Working Policy. Here are the key distinctions:

• Primary Focus: Remote Working Policies specifically address off-site work arrangements, including detailed data protection and workspace safety requirements under German law. Flexible Working Policies cover broader arrangements like part-time work, job sharing, and varied schedules
• Legal Requirements: Remote Working Policies must comply with specific BDSG data protection standards and Arbeitsschutzgesetz requirements for home offices. Flexible Working Policies primarily address working time regulations and employment contract modifications
• Scope of Coverage: Remote Working Policies include detailed IT security protocols, equipment provisions, and home office requirements. Flexible Working Policies focus on scheduling arrangements and work-life balance provisions
• Implementation Process: Remote Working Policies require specific Works Council approval for technology and monitoring aspects. Flexible Working Policies typically need broader consultation on general working conditions