Implementing a telework charter is a strategic lever to ensure effective organization of remote work. This document sets a clear framework, defines the rights and duties of employees and oversees the responsibilities of the employer. Without it, legal vagueness and misunderstandings can harm the cohesion and productivity of the company.
What are the legal obligations of a telework charter? What should it contain to ensure a balance between flexibility and performance? Discover good telework practices and a turnkey telework charter template.
Why implement a teleworking charter ?
A structuring framework for employers and employees
A telework charter serves as a benchmark for organizing telework in a company. It allows you to:
- Define the conditions of eligibility for teleworking
- Establish the terms for monitoring remote work
- Preventing psychosocial risks and ensuring the well-being of employees
- Ensuring fairness between employees in terms of access to teleworking
Without an official framework, the application of teleworking can be perceived as arbitrary, and generate frustration and incomprehension.
Teleworking charter and Labor Code : what does the law say?
Teleworking is governed by article L.1222-9 of the Labor Code, which specifies that:
- It must be implemented by a collective agreement or a teleworking charter drawn up by the employer
- In the absence of a charter, the employer must justify any refusal of teleworking
- Teleworkers benefit from the same rights as employees working in the office
To comply with the legislation and avoid any dispute, it is therefore recommended to formalize a clear and exhaustive teleworking charter.
The elements of a teleworking charter
Mandatory information
A model teleworking charter must include:
- Conditions of access to teleworking: Who can benefit from it? Under what conditions?
- Schedules and availability periods: Set times when the employee must be reachable
- Time tracking: How to control workload and avoid burnout?
- Equipment provided: Computer, software, Internet connection, etc.
- Security and confidentiality rules: Data protection and compliance with the GDPR
- The terms of return to face-to-face work: Cases of suspension or end of teleworking
Recommended mentions for better management
- Teleworking policy: authorized frequency, administrative formalities
- Teleworking outside the home: possibility of working in a coworking space or elsewhere
- Right to disconnect: ensuring a work/life balance
- Health and well-being: prevention of risks linked to working on screens, workstation layout
Best practices for an effective teleworking charter
Promote flexibility and work-life balance
Well-managed telework does not mean excessive control. It is essential to encourage employee trust and autonomy while defining a flexible and adaptable framework.
Ensure clear and continuous communication
A telework charter should not be a fixed document. Its effectiveness depends on regular updating and transparent communication with employees.
Integrating well-being and ergonomics into teleworking
The layout of the telework station is a crucial issue. A folding desk like the one offered by Zenho allows you to optimize space and facilitate disconnection after work.
How to implement and disseminate the teleworking charter ?
Key steps to writing an effective telework charter
- Analyze the needs of employees and the organization
- Consult the CSE (Social and Economic Committee) if necessary
- Write a clear and accessible model telework charter
- Communicate the charter to all employees
- Regularly evaluate and adjust rules based on feedback
What tools are available to facilitate the application of the charter?
- Collaborative platforms (Slack, Teams, Notion)
- Internal guide explaining the teleworking policy
- Integrating ergonomic workspaces to optimize productivity
The telework charter is an essential tool for supervising telework and ensuring a structuring framework for all. By defining clear rules and integrating good telework practices, companies promote both the productivity and well-being of employees.
FAQ – Everything you need to know about the teleworking charter
What are the essential elements for drafting a teleworking charter?
How to write a teleworking charter?
A telework charter must include the eligibility conditions, the organizational arrangements and the rules for monitoring remote work. You can use a model telework charter as inspiration to structure your document.
Who is concerned by the signing of the teleworking charter?
Who must sign the teleworking charter?
This document is unilaterally established by the employer, but it must be communicated to employees. Acceptance can be done by amendment to the employment contract or electronic validation.
What steps should be taken to contest a teleworking charter?
How to denounce a teleworking charter?
An employee may challenge certain clauses if he or she considers that they do not comply with the Labor Code or are discriminatory. The employer may also modify the charter subject to prior information to employees.
