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Free Work From Home Agreement Template

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WORK FROM HOME AGREEMENT
Remote And Hybrid Working  ·  HSWA 1974, DSE Regs 1992  ·  England And Wales
EMPLOYER
Atlas Fintech Ltd
15 Cornhill London EC3V 3ND, Office: 15 Cornhill, London EC3V 3ND
By: Line Manager: David Okeke
EMPLOYEE
Rebecca Harrison
82 Mortimer Road Bristol BS16 5AA Designated Home Workplace: 82 Mortimer Road, Bristol BS16 5AA
By: Dept: Platform Engineering, Senior Software Engineer
Arrangement: Hybrid working (home and office)
Effective: 2026-05-04
This Work from Home Agreement (this "Agreement") is entered into on 2026-04-17 between Atlas Fintech Ltd (the "Employer") and Rebecca Harrison (the "Employee"). It supplements (and is incorporated into) the Employee's contract of employment and constitutes a notice of change in the principal terms of employment for the purposes of section 4 of the Employment Rights Act 1996. It sets out the terms on which the Employee is authorised to work from their home workplace under the Employer's remote-working policy.
1.
ARRANGEMENT, LOCATION AND WORKING PATTERN
The Employer authorises the Employee, in the role of Senior Software Engineer (Platform Engineering), to work from the following designated home workplace: 82 Mortimer Road, Bristol BS16 5AA, on the following basis: Hybrid working (home and office).

This Agreement takes effect on 2026-05-04. Office attendance: Tuesdays and Thursdays. The Employee shall attend the office at 15 Cornhill, London EC3V 3ND on these days and for team meetings, training, client visits and other business events where reasonably required.

Working hours: 37.5 hours per week, Monday to Friday. Core hours: 10:00–16:00 — during which the Employee must be contactable and available. The Working Time Regulations 1998 apply; the Employee must take daily and weekly rest periods and in-work breaks (regs 10-12) and shall not exceed the 48-hour weekly average unless a separate opt-out is signed.

Trial period: the first three (3) months shall be a trial period during which either party may, on two (2) weeks' written notice, revert the Employee to full office-based working without cause.
2.
DUTIES AND PERFORMANCE
The Employee shall perform all duties of their role with the same standard of care, diligence and availability as if at the office. The Employee must (a) remain contactable during working hours and respond promptly to reasonable communications; (b) maintain accurate records of working time where requested; (c) not undertake non-work activities (including childcare or other caring responsibilities) during working hours in a manner inconsistent with the proper performance of duties; and (d) comply with all Employer policies including the flexible-working, equality, data-protection, IT acceptable-use and information-security policies.
3.
EQUIPMENT AND CONNECTIVITY
The Employer shall provide the equipment reasonably necessary for the Employee to perform their duties from the home workplace, which may include: MacBook Pro 16", 27" LG monitor, mechanical keyboard, trackpad, Jabra headset, ergonomic chair (co-funded up to £250). The equipment remains the property of the Employer and must be returned on demand or on termination of employment, in good working order (fair wear and tear excepted). The Employee must not modify, dispose of or permit third parties to use the equipment.

The Employer shall contribute £25 per month towards the cost of the Employee's home broadband where used for work.
4.
HEALTH AND SAFETY AND DSE
The Employer's duty under section 2 of the Health and Safety at Work etc Act 1974 extends to the home workplace. Under regulation 3 of the Management of Health and Safety at Work Regulations 1999 the Employer has carried out (or will, before effective date, carry out) a suitable and sufficient risk assessment of the home workplace. The Employee shall complete the Employer's Display Screen Equipment (DSE) self-assessment under regulation 2 of the Health and Safety (Display Screen Equipment) Regulations 1992 on starting this arrangement and whenever the workstation materially changes. The Employee is entitled to eye and eyesight tests and reasonable contribution towards corrective appliances where required specifically for DSE use (reg 5).

The Employee shall: (a) maintain a suitable workspace (adequate lighting, ventilation and workstation configuration); (b) not undertake manual-handling, work-at-height or electrical tasks beyond normal desk-based work without prior authorisation; (c) report any work-related accident, injury or near-miss promptly (RIDDOR 2013 reporting applies); and (d) permit the Employer, on reasonable notice, to conduct a workplace inspection where operationally necessary. The Employer's responsibility for the home workplace does not extend to the general condition of the premises themselves (which is the Employee's or their landlord's responsibility).
5.
DATA PROTECTION AND INFORMATION SECURITY
The Employee shall process personal and confidential data in compliance with the UK General Data Protection Regulation, the Data Protection Act 2018 and the Employer's information-security policy. Technical and organisational measures required under Article 32 UK GDPR include: (a) encryption at rest and in transit using the Employer's approved solutions; (b) mandatory use of the Employer's VPN for all access to company systems; (c) multi-factor authentication for every company account; (d) prohibition of use of personal devices for processing company data (BYOD not permitted); (e) secure storage of any hard-copy material in a lockable cabinet or drawer when not in use; (f) secure destruction of hard-copy material via shredding or return to the office for confidential waste; (g) immediate notification to the Employer of any actual or suspected personal-data breach (within 2 hours); (h) no printing of personal data without prior written authorisation; (i) no conducting of confidential calls where they may be overheard by household members or third parties. Breach of these obligations may constitute gross misconduct.
6.
HOME-WORKING EXPENSES
The Employer shall pay the Employee the HMRC-approved flat-rate home-working household expenses allowance (currently £6 per week / £26 per month) under section 316A of the Income Tax (Earnings and Pensions) Act 2003. This allowance is tax-free and is in respect of reasonable additional household costs (heat, light) arising from working at home.
7.
INSURANCE
The Employer confirms that its Employers' Liability insurance (Employers' Liability (Compulsory Insurance) Act 1969) and public liability cover extend to the Employee when working at the home workplace.
8.
RIGHT TO RECALL AND VARIATION
The Employer may, on four (4) weeks written notice, require the Employee to return to office-based working (wholly or partly) for operational reasons, subject to the Equality Act 2010 reasonable-adjustments duty and any protection flowing from the Employee's right to request flexible working under section 80F of the Employment Rights Act 1996. Variation of any other term of this Agreement shall be in writing and notified to the Employee in accordance with ERA 1996 s.4.
9.
REVIEW
The parties shall formally review the operation of this Agreement every 6 months, including workstation, wellbeing, productivity and any adjustments required. The Employer retains the right to conduct ad-hoc reviews where reasonable concerns arise.
10.
CONFIDENTIALITY AND INTELLECTUAL PROPERTY
The Employee shall continue to comply with the confidentiality and intellectual-property obligations of their contract of employment. All Employer information accessed or created from the home workplace remains the property of the Employer. The Employee must ensure that Employer information cannot be accessed by household members or visitors.
11.
EQUAL TREATMENT AND REASONABLE ADJUSTMENTS
The Employer shall not treat home-working employees less favourably than their office-based colleagues in access to training, promotion, information, social activities or in pay. Reasonable adjustments shall be made for disabled employees under section 20 of the Equality Act 2010, which may include additional equipment, software or modified duties at the home workplace.
12.
GOVERNING LAW AND JURISDICTION
This Agreement and any dispute or claim arising out of or in connection with it shall be governed by and construed in accordance with the laws of England and Wales. The parties irrevocably submit to the exclusive jurisdiction of the courts and tribunals of England and Wales.

Additional terms: Employee may claim for one additional day per month at a co-working space up to £25 per day on production of receipts.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the Effective Date first written above.
EMPLOYER
Engineering Director
David Okeke
Date: ____________________
EMPLOYEE
Rebecca Harrison
Date: ____________________

What Is a Work From Home Agreement?

A work-from-home agreement is a written document that sets out the terms and conditions for an employee who works from home, either full-time or as part of a hybrid arrangement. It covers practical matters such as working hours, equipment provision, communication expectations, and the employer's health and safety obligations.

Since the expansion of remote working, employers have needed clear policies to manage the arrangement effectively. A written agreement protects both parties by establishing expectations and responsibilities, and supports compliance with health and safety legislation and data protection requirements.

The UK agreement can supplement the existing British employment contract or form part of a flexible working arrangement agreed under the statutory flexible working provisions of the UK Employment Rights Act 1996 in England and Wales.

What's Covered in This Template

Our work-from-home agreement template covers all the key areas needed for a clear and compliant remote working arrangement.

Working Arrangements

Whether the employee will work from home full-time, on specific days, or under a hybrid pattern.

Working Hours

Expected hours of work, core hours for availability, and how overtime or flexibility will be managed.

Workspace Requirements

The employee's obligation to maintain a suitable and safe workspace at home.

Equipment and Expenses

What equipment the employer will provide and how work-related expenses will be reimbursed.

Communication and Reporting

Expectations for staying in contact, attending meetings, and reporting on work progress.

Health and Safety

The employer's duty of care and the employee's responsibility to maintain a safe working environment.

Data Protection and Security

Requirements for protecting company data, using secure networks, and complying with UK GDPR.

Insurance

Guidance on notifying home insurance providers and any employer insurance arrangements.

Trial Period and Review

Provisions for a trial period and regular reviews of the arrangement.

Termination of the Arrangement

How and when either party can end the home working arrangement and revert to office-based work.

How to Create a Work From Home Agreement

Follow these steps to create a remote working agreement using our template.

  1. 1

    Define the Working Pattern

    Specify whether the employee will work from home full-time, on set days, or flexibly. State the core hours when the employee must be available and any requirements to attend the office.

  2. 2

    Set Out Equipment and Expenses

    List the equipment the employer will provide (laptop, monitor, chair, etc.) and how work-related expenses such as broadband, electricity, or stationery will be handled.

  3. 3

    Address Health and Safety

    Include the employer's health and safety obligations and the employee's responsibility to conduct a home workspace assessment. Provide guidance on display screen equipment regulations.

  4. 4

    Add Data Protection Requirements

    Set out the security measures the employee must follow when working from home, including use of VPN, password protection, secure storage of documents, and compliance with the company's data protection policy.

  5. 5

    Review and Download

    Preview the completed agreement, verify all terms, and download as a PDF. Both parties should sign, and the agreement should be kept alongside the employee's employment contract.

Legal Considerations

Home working arrangements engage several areas of UK law that employers must address.

This template is for informational purposes only and does not constitute legal advice. Consult a qualified solicitor for advice specific to your situation.

Reviewed for England & Wales law

Health and Safety

The UK Health and Safety at Work etc. Act 1974 places a duty on British employers to ensure, so far as is reasonably practicable, the health, safety, and welfare of employees — including those working from home. The Display Screen Equipment Regulations 1992 apply to UK home workers who habitually use computers. Employers in England and Wales should conduct a workstation assessment and provide guidance on ergonomics, breaks, and posture.

Data Protection and UK GDPR

UK employers remain responsible for the security of personal data processed by British home workers under the UK GDPR and Data Protection Act 2018. The agreement should require the use of encrypted devices, secure network connections, and proper handling of confidential documents. The employer's data protection impact assessment in England and Wales should cover home working scenarios.

Working Time and Right to Disconnect

The UK Working Time Regulations 1998 apply equally to British home workers. UK employers must ensure that working from home does not result in excessive hours, and that employees take adequate rest breaks. While the United Kingdom does not currently have a statutory right to disconnect, setting clear boundaries around working hours in the British agreement is good practice.

Tax Implications

UK employees working from home may be able to claim tax relief on additional household costs incurred as a result of working from home. HMRC allows a flat-rate deduction or claims based on actual additional costs in Britain. British employers can pay up to £6 per week (£26 per month) tax-free to cover additional household expenses without the employee needing to provide evidence to HMRC.

Frequently Asked Questions

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