Free Work From Home Agreement Template

WORK FROM HOME AGREEMENT

Remote And Hybrid Working  ·  HSWA 1974, DSE Regs 1992  ·  England And Wales

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.

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.

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.

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.

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).

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.

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.

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.

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.

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.

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.

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.

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 date indicated.