Jump to section
You might have come across the terms teleworking or telecommuting in HR guides, templates or examples. It's not often you hear them in discussions around the office or see them in job descriptions, but understanding what they mean could help you establish clearer working arrangements and policies.
Truthfully, teleworking can often be used interchangeably with remote working. The overlap between the two is undeniable; however, there are some important distinctions to note. Teleworking places emphasis on the technology used to carry out work away from a central workplace, whereas remote working more generally describes the overall working arrangement.
Telecommuting was traditionally used to describe replacing a commute with remote working. As remote work has become more common, the distinction has become far less relevant.
Is teleworking a legal classification?
Teleworking isn't a legally recognized employment status, as it simply refers to the practice of working away from a central workplace using technology. When used in company policies, however, it can help you categorize employees and outline expectations around equipment management, working arrangements and the use of technology such as Wi-Fi and peripherals.
No Canadian jurisdiction recognizes teleworking as a separate employment status that automatically grants employees additional statutory rights or removes existing ones.
Are teleworkers and remote workers the same thing?
Teleworkers and remote workers aren't necessarily the same thing, but there is a lot of overlap. As described above, the distinction is that teleworking focuses on the use of technology, whereas remote working refers more broadly to where work takes place.
Some examples of remote workers who aren't necessarily teleworking might include:
A travelling salesperson who sells or demonstrates products without relying on technology
A field researcher conducting their work away from a central workplace without relying on digital tools
A craftsperson who operates from a home workshop, producing physical goods without relying on digital technology
However, if these workers use telecommunications or digital tools to carry out their duties away from a central workplace, those activities could also be considered teleworking.
What are your legal obligations for teleworkers?
Your legal obligations towards teleworkers are largely consistent with the employment standards that apply to other employees in your jurisdiction. This means statutory entitlements relating to vacation, termination, pension contributions, sick leave and more generally continue to apply.
However, teleworking can introduce additional considerations for employers, particularly around occupational health and safety, workplace equipment, cybersecurity and employee privacy.
When an employee works from home or elsewhere, their working environment can be considered an extension of the workplace. This means employers retain responsibilities for protecting employees from hazards, whether physical, ergonomic or psychological.
These responsibilities also include considerations around cybersecurity. Appropriate training, hardware and software should be provided to help protect sensitive data and reduce the risk of security breaches.
Introducing teleworking policies into your employee handbook
As part of your employee handbook, you should include sections covering the topics mentioned above. Using teleworking as a category to differentiate employees who work remotely from those based in the office can help you establish clearer expectations.
When it comes to health and safety, for example, a policy specific to teleworkers might require employees to conduct an ergonomic risk assessment of their remote workspace.
When considering cybersecurity, a teleworker-specific policy might prohibit unauthorized individuals from accessing company devices, systems or confidential information.
As teleworking specifically involves the use of technology away from a central workplace, the terminology can be useful in employee handbooks to clearly identify this mode of work and establish policies that help protect your employees and business interests.
Creating a productive remote workforce
Improvements in technology over the years have revolutionized the way we look at teleworking, with employees now able, in many cases, to carry out the full scope of their role without ever setting foot in an office, from hiring to departure.
However, when introducing teleworking practices into your business, it's important to establish effective ways to promote productivity, as keeping a physical eye on employees will no longer be an option.
Inducing fear through micromanagement and excessive surveillance doesn't necessarily lead to improved engagement, so here are five quick, HR-friendly tips for creating a productive remote workforce:
Set SMART goals for clear indicators of success
Reward achievements rather than attendance
Introduce integrated software for HR and project management
Keep check-ins frequent but predictable
Support physical and mental health
Support your teleworkers with HR software
Supporting teleworkers without a digital solution for managing HR can cause a lot of headaches. That's where BrightHR comes in. From shifts and scheduling to performance management, introducing a comprehensive suite of HR tools and resources can make life easier for managers and employees alike.
Access everything on the go with cloud-based storage and the BrightHR app. Carry out HR tasks remotely with tools designed for modern businesses embracing digital solutions.
Got a question about employment or health and safety? With BrightHR, you can access a 24/7 advice line with unlimited usage. Speak to an expert one-on-one to discuss teleworking or any of your other burning questions.
Don’t hesitate, simple HR is right around the corner.