Teleworking has become common practice in many companies, but asking to work remotely requires a thoughtful and well-prepared approach.
This article guides you through the steps to effectively formulate your telework request, whether you are already used to this form of work or are considering setting it up for the first time. Follow our advice to maximize your chances and obtain your employer's approval.
Understanding teleworking : a new work organization
What is teleworking?
Teleworking, according to article L1222-9 of the Labor Code, is an organization where work that could have been done in the employer's premises is done remotely, using information and communication technologies. It is important to understand this definition before making your request. Teleworking is carried out voluntarily, and when it is entirely remote, it is called "fully remote".
Good to know : In exceptional circumstances (such as the Olympic Games or force majeure), teleworking may be imposed by the employer without the agreement of the employees. For more details, consult the articles of the Labor Code available on Legifrance .
Who decides on the implementation of teleworking in the company?
There are two situations depending on whether or not your company has a collective agreement or charter on teleworking.
1. In the presence of a collective agreement or charter : The implementation of teleworking is governed by precise rules which define the conditions for switching to teleworking, the number of days, the control methods, etc.
👉 Tip: Check this agreement for your company's specific terms. You can also refer to your company's telework policy to verify the procedures to follow.
2. In the absence of a collective agreement or charter : In this case, the implementation of teleworking depends on your ability to convince your employer, who remains free to accept or refuse your request. Please note that you can make this request at any time, at the beginning, during or at the end of your contract.
How to telework ? Should you ask for it?
Teleworking can take different forms: occasional, regular, or partial. So, should you systematically request it? It all depends on the arrangements in place in your company.
- Occasional telework : If you plan to telework occasionally, for example for transport reasons or exceptional situations, it is generally necessary to make a prior request. This type of telework is often negotiated on a case-by-case basis with your employer.
- Regular telework : If you want to work remotely on a regular basis, for example one or two days a week, it is essential to formalize this request, especially if the company has a charter or collective agreement on telework. This will clearly set the telework days and avoid any confusion.
- Partial telework : In the event that you wish to alternate between telework and face-to-face work, it is also recommended to submit a formal request. This working method requires specific organization, in particular to manage face-to-face and remote periods.
In summary, working from home often requires a prior request to ensure that all the terms are respected and to establish a clear framework between you and your employer. Before you start, find out about your company's practices and discuss with your employer to determine the best approach.
How to make an effective telework request ?
When and to whom should you make your request ?
You can make your telework request at any time. Depending on how your company is organized, you will need to address your request to your line manager, the human resources department, or directly to your employer.
What arguments should be put forward to succeed?
- Better concentration : Fewer distractions than in an open-plan office.
- Save time and increase productivity : Time saved on travel can be reinvested in work.
- Collaborative tools available : Show how you will stay connected with the team.
Caution: Avoid mentioning personal reasons (childcare, etc.) that might seem unprofessional.
What to do in case of refusal ?
Your employer may refuse your request to telework, especially in the absence of a collective agreement or charter. If there is a legal framework in your company, the employer will have to justify its refusal. On the other hand, in the absence of a charter, it can refuse without justification, except in specific cases such as for disabled workers or employee caregivers. In some cases, an appeal may be considered.
Examples of models to formulate your telework request
Model 1: Request for teleworking provided for by a collective agreement
Subject: Request for teleworking
Madam, Sir,
I am sending you this letter to inform you of my wish to work remotely, X days per week, in accordance with [specify the collective agreement or charter].
I have been an employee of the company since [Date of hire], currently holding the position of [Position held].
Of course, this request to telework does not exempt me from my responsibilities to be available to the company when needed and to go on-site to the premises whenever required.
Yours sincerely
Model 2: Request for teleworking not provided for by a text
Subject: Request for teleworking
Madam, Sir,
I would like to submit my request to you to carry out my activity by teleworking, at a rate of X days per week, in accordance with article L1222-9 of the Labor Code.
My request is motivated by [specific reason: home-work distance, better productivity at home, etc.]. I am assured that this organization will allow me to be just as effective, if not more so, than in person.
Yours sincerely
Requesting telework is a process that requires careful preparation. To maximize your chances, make sure you understand the legal issues, present solid arguments, and formulate your request professionally. Remember that your employer may refuse, but an open and constructive dialogue can often lead to a solution that is satisfactory to both parties.
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