The company's remote work policy sets out the circumstances in which employees may work from locations other than the main office. This policy applies to all employees on a permanent contract and should be read alongside the sections of the staff handbook that deal with working hours, data protection and health and safety.

**Eligibility** Permanent employees who have successfully completed their probation period may request to work remotely on a regular basis. New employees in their probation period may be permitted to work from home occasionally in exceptional circumstances, but not on a scheduled basis. Contractors and temporary staff should discuss any remote arrangements with their line manager; the company's usual default position is that these staff should work on-site.

**Requesting a remote arrangement** A request to work remotely must be made in writing to the line manager at least four weeks before the proposed start date. The request must set out the proposed pattern of remote and on-site days, and explain how the arrangement will affect the individual's duties and the wider team. Line managers are not required to agree to requests, but must give a reasoned response within two weeks of receipt.

**Conditions** Employees working remotely must be contactable during their usual working hours and must take care to handle confidential information appropriately, in line with the data protection policy. They are also responsible for ensuring that their home working environment is safe, including that their workstation is set up correctly and that their internet connection is reliable. The company does not currently reimburse domestic utility bills, though limited equipment grants are available on request.

**Review** All approved remote arrangements will be reviewed after three months, and at twelve-month intervals thereafter. Either the employee or the line manager may request an earlier review.

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