Three years ago, remote work clauses were rare. Now they're standard. But "standard" varies wildly: some employers commit to permanent remote work, some demand office days, some are still figuring it out. If your employment contract isn't clear about where you'll work, it's a source of future conflict.
This guide walks through what remote work clauses should say, what's reasonable to ask for, and how to negotiate them.
Why remote work clauses matter
A simple reason: your work location affects your life. If you negotiated a salary based on a London office cost of living, but the employer suddenly requires full-time remote work, your expenses change. If you took a job on the understanding it's remote, but the employer wants you in the office 3 days a week, your commute changes.
Remote work also affects tax and employment law. If you're employed by a UK company but work from abroad, tax becomes complicated. If the contract says "remote unless we say otherwise," that flexibility is one-sided.
That's why having a clear remote working clause protects both you and the employer. It sets expectations and reduces conflict later.
The three types of remote work clauses
Fully remote. "You will work from home full-time" or "You may work from any location, provided you have a suitable workspace." This is clear. You're not required to come to an office. Many UK tech and professional services companies now offer this.
Hybrid. "You will work from the office 3 days per week and from home 2 days per week" or "You will work from our London office Monday-Wednesday and may work remotely Thursday-Friday." This specifies days and locations. It's more restrictive than fully remote but clearer than vague flexibility.
Flexible/discretionary. "You may work remotely subject to business needs" or "Working location is flexible at the manager's discretion." This is vague. It sounds good but gives the employer (and your manager) broad power to change your arrangement with little notice.
Of these, fully remote is clearest and best for employees. Hybrid with specified days is clear and fair. Flexible/discretionary is the riskiest because it can change.
What a good remote working clause includes
Clear location. Where will you work? "From home," "from our London office," "from any UK location" — be specific. Avoid vague language like "as agreed with your manager."
Frequency and notice of changes. If it's hybrid, specify the days. "Monday, Tuesday, Wednesday in the office; Thursday and Friday from home." If changes are possible, specify notice: "The company may require you to work from the office with 4 weeks' notice."
Tax and legal compliance. If you're working from abroad, the contract should say so and address tax implications. "You will work from Portugal; the company will handle visa and tax requirements" is clearer than leaving it unaddressed.
Equipment and technology. Who provides your laptop, monitor, and home office equipment? Increasingly, employers provide a laptop. Clarify: "The company will provide a laptop and screen. You will provide your own desk, chair, and internet connection." Or: "The company will provide £500 per year towards home office setup."
Internet and data. If you're working from home, you need reliable internet. Should the employer pay towards your broadband? Some now do; some don't. It's worth clarifying. Similarly, data protection: the contract should acknowledge that you're handling data from home and confirm that home working complies with data protection rules.
Liability and insurance. If you're working from home, is the employer liable if you're injured? Typically, the employer's liability insurance covers injuries at home during work hours, but the contract might clarify this. It should also say whether you need home or contents insurance.
What's reasonable to ask for?
Fully remote. In 2025, fully remote is increasingly common in professional and tech sectors. If you've seen similar roles offered as fully remote, it's reasonable to ask for it. Even if the employer initially suggests hybrid, you might negotiate to fully remote if you're a strong candidate or the role is specialized.
Flexibility within hybrid. If the role is hybrid, push for flexibility within that. Instead of "Monday-Wednesday office," negotiate "At least 2 days per week in the office, with flexibility on which days." This lets you schedule around your other commitments.
Notice of changes. If the contract allows the employer to require office days, push for notice. "4 weeks' notice" is standard and reasonable. "Immediate" is not.
Temporary remote work. What if you're usually in the office but need to work from home for a week? Get clarity: "You may work from home up to 5 days per month with notice to your manager." This prevents future disputes about whether you can work from home when you have a plumber coming, or you're ill.
Cost reimbursement. If you're working from home full-time, it's increasingly reasonable to ask the employer to contribute to home office costs or broadband. £30-50 per month isn't a lot but adds up.
Red flags to watch for
"As agreed with your manager." This is too vague. Your manager can change their mind, and you have no contractual protection.
"Subject to business needs." This is flexible language that lets the employer change arrangements with little notice.
"We reserve the right to change working location on 1 week's notice." This is tight. If you've set up your life around working from home, 1 week's notice isn't enough to arrange childcare or commuting.
No mention of equipment or internet. If the contract is silent on these, and you're expected to work from home, clarify who pays for what before you start.
International and tax considerations
If you're working for a UK company but based abroad (increasingly common post-pandemic), the contract needs to address:
Tax residency. Your employer should confirm they understand the tax implications and will manage them appropriately. This might mean registering you with overseas tax authorities or arranging for tax to be deducted.
Social security and pension. If you're in the EU or another country, social security contributions may be different. The contract should clarify who pays and how.
Data protection. Moving data across borders is subject to data protection law. The contract should confirm the employer has appropriate safeguards in place.
If you're remote and based internationally, get professional advice on the tax and legal implications before signing.
Negotiating remote work terms
Remote work is a huge quality-of-life issue, so it's worth negotiating. If the employer initially says hybrid, you might say: "I'm excited about the role. Given I have childcare commitments / a long commute / health reasons, would you be open to fully remote?" Or: "Could we trial fully remote for 3 months and then revisit?"
If the clause is vague, ask for specificity: "The contract says 'flexible at the manager's discretion.' Could we add clarity that I can work from home at least 2 days per week unless there's a specific project reason for being in the office?"
If you're working from abroad, be explicit with the employer about tax and legal requirements. Some employers will handle this; some won't. Better to clarify before you start.
Making sure your contract is clear
Before you sign an employment contract, especially one that includes remote or hybrid work clauses, use QuickLegalCheck to review the terms. We'll explain what each clause means, flag anything unclear or unfair, and suggest negotiation points.
Upload your contract to get started today.