Work From Home Policy

Policy Owner and Effective Date

People and Culture
Effective Date: 20 July 2023
Last Updated: 3 March 2025

Purpose

To provide guidelines about working from home.

Scope

All full time, part time and fixed term employees of TEG. Casual employees and contractors by exception.

1. Policy Statement

An approved agreement between an employee and TEG to work from home is an arrangement for an employee to carry out duties from a home-based worksite approved for a specified period of time. Approved arrangements are detailed in a ‘Working from home agreement’ entered into between the employee and TEG.

2. Process

To request a work from home arrangement, the following steps should be completed:

  1.  Employee to read this policy and the Flexible Work Arrangements Policy and send the completed Request for Flexible Working Arrangement – Application Form to their manager
  2.  Manager to consider request and discuss with P&C
  3. P&C to seek approval from the Senior Leadership Team
  4.  Once outcome is determined, manager to reply in writing to employee within 21 days
    a. If approved, move on to step three
    b. If not approved, manager to discuss reasons verbally with employee and consider alternate arrangements (if available).
  5. P&C to draft flexible working arrangement documentation and send to manager
  6.  Manager to confirm the arrangement with the employee and agree on hours of work, equipment/ access required, communication with colleagues and clients etc. and action as appropriate
  7.  Employee to complete the following and send to the manager and P&C inbox peopleandculture@teg.com.au before the work from home commencement date:
    a. Sign the flexible working arrangement documentation
    b. Read and confirm acceptance of both the Work Health and Safety Policy and Work from Home Policy
    c. Complete the Working from Home Risk Assessment Checklist if applicable
    d. Read the Safe Use of Laptops guide if applicable

3. Responsibilities

Consideration must be given to the nature of the work to be performed at home, the work environment/ facilities at home, the effects on clients and co-workers, and whether service delivery is impacted. In instances where the above are impacted (e.g. for client-facing or location -specific roles), a work from home request may be denied.

(a) Employees must
  • Comply with the Work Health and Safety Policy and related procedures.
  • Comply with instruction and any relevant legislative requirements to ensure the home-based worksite complies with WHS requirements.
  • Maintain accurate records and/or assessments of their work environment and provide when requested (e.g. workplace ergonomics assessment).
  • Ensure that they are contactable and online during core business hours.
  • Take reasonable precautions necessary to secure the Company’s equipment.
  • Make arrangements for dependent care while working from home.
(b) Managers must
  • Thoroughly consider any request made for a work from home arrangement.
  • Assess the general nature and requirements of the employee’s work duties and their ability to work autonomously.
  • Plan for how information will be communicated between colleagues, peers and clients, and schedule communication meetings.
  • Monitor the work from home arrangement to ensure that agreed work outcomes are consistently being delivered.
  • Monitor the working environment in consultation with employees to ensure acceptable health and safety standards are observed at all times.
  • Monitor and review the arrangement on a regular basis.
  • Maintain a duty of care to employees in ensuring a safe working environment.
(c) Company
  • Ensure that the health and safety of their workers and others is not put at risk by the work environment, as far as reasonably practicable
  • Provide equipment and tools for the employee to perform their duties (see 4. Providing equipment and setting up the work environment below for further guidance)
  • Act in accordance with the relevant work health and safety legislation to ensure:
    • the home-based work site is a safe area to work
    • systems of work undertaken in the home-based work site are safe
    • employees working from home are provided with appropriate training to enable them to perform their work safely, and
    • all incidents are investigated and hazards are adequately controlled

4. Termination

Either the employee or TEG may terminate the work from home agreement, provided that the party wishing to terminate gives reasonable notice. It is agreed that reasonable notice will be four weeks if the work from home arrangement has been operating more than six months, or two weeks if it has been operating less than six months.

Work from home arrangements are not a substitute for child care or other dependent care. Employees are responsible for ensuring that appropriate child care or dependent care arrangements are in place whilst working from home.

5. Providing equipment and setting up the work environment

Employees are responsible for all costs in setting up and maintaining (e.g. test and tag for electricals) the work from home environment with personal equipment (e.g. computer, desk, chair, first aid kit etc.) that meets the relevant minimum workplace health and safety requirements.
TEG may provide some equipment if it is required to perform the inherent requirements of the employee’s role.

6. Insurance

Employees working from home will continue to be covered by TEG insurance policies.

In addition to this, employees should maintain appropriate personal insurance policies. By accepting the flexible work arrangement, the employee indemnifies TEG against all loss or damage to the employee’s property and all claims by third parties in respect of personal injury and property damage except to the extent caused by the negligent act, error or omission of TEG.

7. Workplace health and safety

Workplace Health and Safety (WHS) requirements and responsibilities apply equally whether employees are in a home-based workspace or a company-provided workplace.

TEG will follow the applicable laws, acts and regulations of the countries of operation.

Accidents, injuries and/or a near miss that occurs when an employee is working from home must be reported and the appropriate form submitted (e.g. Incident Near Miss Report Form).

8. Related documents, forms and tools

All WHS forms, procedures, templates and other material (including the ergonomic assessment and work from home checklist) can be found on the WHS intranet page.

Online training is provided for employees and managers, on work health and safety responsibilities (for example, Duty of Care for Managers and Supervisors). 

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