Employer responsibility when working from home

Hybrid and remote work are now a permanent fixture for most businesses, not a temporary response to anything. But that doesn't mean every employer has fully caught up with what they actually owe staff who work from home. As recently as March 2026, the UK's Health and Safety Executive ran a dedicated campaign reminding employers that their responsibilities toward home and hybrid workers are "a legal duty, not optional guidance", a sign that, years into normalised remote work, this still isn't universally understood. 

Exactly what's required, and what's simply good practice, differs from country to country, and we strongly advise checking your own jurisdiction's current guidance directly. But there are some consistent, fundamental obligations every employer should be aware of, and they matter more the longer working from home remains part of how your business operates. 

Health & Safety

In every country, employers are legally responsible to ensure sound health and safety conditions for all employees, and this includes when working from home. What work activity will they be doing? Can it be done safely? How will you keep in touch with them? Do you need to put control measures in place to protect them? These are the key elements of most H&S policies.

In some countries such as the UK, employers are required to carry out a ‘suitable and sufficient’ risk assessment of the individual’s home workspace. In another country, Australia, for instance, this legal duty of care is worded “so far as is reasonably practicable”.

How this is measured will differ from country to country, and should be readily available to view on respective government legislation websites. Click here for an example (UK) of a health and safety assessment.

If the employer is unable to carry out a full risk assessment due to social distancing limitations, they are legally required to provide employees with information on working safely at home in order to carry out a self-assessment. If changes are needed to be made, it is up to the employer to make sure these happen.

Click here to read our article with workplace professionals from across Europe exploring health and safety when working from home

Equipment, furniture & technology

Generally speaking, it is up to the employer to provide the right equipment for their employees to be able to carry out their tasks at home.

For a vast majority of homeworkers, the primary tools will be a computer capable of carrying out the necessary tasks, and tools for communication – nowadays the two are usually the same.

Part of the health and safety risk assessment involves assessing the workstation that an employee is at, and in many countries, if this does not meet the standards required, it is up the employer to resolve the risks associated with using display screen equipment (DSE). This means ensuring employees are using suitable seating and work surfaces, and that their equipment is at the correct heights to reduce strain and fatigue.

Employees with disabilities may have additional requirements to make their home workspace suitable. In the USA, for instance, employers should ensure that staff receive any necessary reasonable accommodations in accordance with the Americans with Disabilities Act. This may lead to special equipment or technology provided in order to continue to perform the essential functions of their job.

Whilst there is no increased risk for those working from home temporarily, as the time spent working from home increases, it is vital that all employers who have staff working from home take these issues into consideration to reduce the chances of lasting effects to employees’ health and wellbeing.

Read - How to set up an ergonomic workspace

Pay, compensation and insurance

Staff who have been asked to work from home should not see any changes to their pay or conditions of employment. Working hours should be adhered to unless there are significant prohibiting factors. Again, how this is interpreted legally differs from country to country (and we strongly advise you to visit your country's guidance websites) but they are generally similar.

Another issue to consider is compensation when it comes to resources used whilst at work, such as phone and electricity. In California, for instance, courts have required employers to reimburse a reasonable percentage of employees’ phone bills and internet bills when they use their devices for work, even if those employees have unlimited phone or data plans and incur no additional expenses as a result of the work usage.

Another issue is insurance. If business equipment is brought into an employee’s home, it is generally up to the employer to ensure that they have an insurance policy that covers theft and damage when away from the office.

Resources

L&E Global, an alliance of employer’s counsel worldwide have provided a useful guide highlighting relevant guidelines, legal requirements and advice for employers in over 30 nations, with links to further more detailed information.

You can view this here

Alternatively, you can find information on government websites which are updated regularly.

Furniture for the home office

At Flokk, we design inclusive furniture for productive work environments, whether it's the office, workshop, lab, or home. We regularly work with employers looking for guidance on home office seating, as well as individuals wanting to upgrade their own setup to something more human-centred and dynamic. Browse our portfolio today or contact us via our website to find out what we can do to help you. 

Explore our designs now