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In the current context, where flexibility and adaptability have become important criteria for companies, homeworking has quickly become an essential component of organizational strategy.

Indeed, according to the study “Teleworking for executives” published in March 2024 by the Association for the Employment of Executives (APEC), according to a survey of executives practicing teleworking in January 2023, “51% of executives would not consider joining a company that does not allow teleworking” .

Faced with this observation, companies that can do so will have to implement teleworking and offer new organizations to their employees in order to maintain teams in place and attract new talent .

The objective of this article is to provide HR directors, directors and managers with a roadmap for developing and implementing an effective teleworking policy, meeting both the needs of the company and those of its employees.

Why adopt a homeworking policy?

Benefits for the company and employees

Homeworking is not only a benefit for employees seeking flexibility, it also represents an opportunity for companies to reduce costs (less need for office space, for example) and attract and retain employees. talents seeking a better work-life balance.

In an article published on the Banque de France website in 2021, the French economist, Gilbert Cet, identifies a few factors to explain the positive effects of teleworking on productivity:

  • The flexibility and autonomy granted to people working remotely in terms of choosing their workplace and balancing their professional and personal lives significantly boost their motivation

  • Teleworking helps reduce the need to invest in physical spaces for businesses, thereby reducing their need for real estate capital

  • The rapid transition towards the digitalization of the economy and the increased use of digital technologies

Challenges and solutions

However, the transition to remote working is not without its challenges, particularly in terms of maintaining communication and company culture. To deal with this, it is crucial to put in place effective communication tools and strengthen team rituals , such as regular meetings or virtual team building sessions, to preserve team spirit and belonging to the company .

If you wish to implement teleworking in your VSE or SME , you can contact the Regional Agencies for the Improvement of Working Conditions (Aract), so you can obtain support.

Think about your homeworking policy and define clear objectives

Developing a teleworking policy begins by defining specific objectives:


  • Do you want to improve the work-life balance of your employees?

  • Reduce operational costs?

  • Or even increase satisfaction and productivity?

These objectives will guide all decisions relating to the teleworking policy.

It is essential to establish clear guidelines regarding the practical aspects of homeworking: Who can telework? What will be the flexible working hours? What are the expectations in terms of availability and communication? Clarifying these points from the start avoids misunderstandings and ensures a smooth transition.

What issues do you want to address in your structure?

To optimize your structure's teleworking strategy, you must first visualize your current organization and what directions you wish to develop in the following areas:

Image source: National Agency for the Improvement of Working Conditions (Anact), 2021) https://www.anact.fr/teletravail-les-jeux  

Social and organizational axis

Social orientation : Homeworking can significantly enrich your company's social policy. Its objective may include promoting work-life balance, or helping so-called “vulnerable” people access and maintain employment. This orientation underlines the importance of teleworking as a tool for corporate social responsibility.

Organizational orientation : Using teleworking as a lever to develop new forms of organization is another approach. This often involves an evolution in managerial practices towards more autonomy, trust and remote cooperation. It is also about identifying organizational methods adapted to respond effectively to crises, whether climatic, health or other.

Individual and collective axis

Individual approach : Teleworking can be adapted to specific needs, by identifying employees or functions who would benefit most from flexibility, whether on an ad hoc or regular basis. This personalized approach makes it possible to precisely meet employee expectations while optimizing their productivity and job satisfaction.

Collective approach : Considering teleworking in a collective way involves designing and organizing it according to rules common to all employees. This approach aims to establish a uniform teleworking policy that respects both the company's objectives and the needs of its employees.

Thinking about these areas will allow you to determine which direction to take to develop a teleworking policy that is not only effective but also aligned with the values ​​and strategic objectives of your company.

mettre-en-place-politique-teletravail

Think about your teleworking policy and define clear objectives

Developing a teleworking policy begins by defining specific objectives:

  • Do you want to improve the work-life balance of your employees?
  • Reduce operational costs?
  • Or even increase satisfaction and productivity?

These objectives will guide all decisions relating to the teleworking policy.

It is essential to establish clear guidelines regarding the practical aspects of teleworking: Who can telework? What will be the flexible working hours? What are the expectations in terms of availability and communication? Clarifying these points from the start avoids misunderstandings and ensures a smooth transition.

Implementation of a homeworking policy

Following the adoption of the law aimed at strengthening social dialogue, it is no longer necessary to modify an employee's employment contract to initiate homeworking.

Three options are available to establish homeworking


  • A direct agreement between the employer and the employee, formalized by various means (oral, email, letter, etc.)

  • A collective agreement
  • A charter drawn up by the employer, subject to the opinion of the social and economic committee

In the case of a direct agreement without resorting to a collective agreement or a charter, the agreement must be formalized between the two parties.

For a collective agreement or charter , they must clarify the following elements:

Conditions for transition to homeworking and return to face-to-face work

Conditions of acceptance of homeworking by the employee

Procedures for monitoring working time or managing workload

The hours during which the employer can normally contact the teleworking employee

Provisions allowing disabled workers to access homeworking

What are your responsibilities towards homeworking employees?

Obligations towards homeworkers

Homeworking employees benefit from the same rights as those working within the company's premises.

As an employer, you must respect specific obligations towards homeworkers :


  • Inform employees of the limits of use of the IT equipment and tools provided, as well as potential sanctions

  • Define time slots during which they can be requested

  • Organize an annual interview to discuss the employee's working conditions and workload

  • Offer priority to teleworking employees to fill or return to a face-to-face position adapted to their skills, by informing them of the corresponding available positions

For more details on implementing teleworking in your company, I invite you to consult the website of the Ministry of the Economy .

Tips for successfully implementing your homeworking policy

A successful transition to remote work involves more than allowing employees to work from home; it requires a profound review of management methods, technological infrastructures, and organizational practices. This involves developing a clear remote working policy, providing the necessary tools and support, and maintaining robust communication and company culture, while ensuring employees' work/life balance . The concrete actions described below can provide a framework for organizations seeking to optimize their homeworking strategy while maximizing efficiency and employee satisfaction.

1. Develop a clear teleworking policy

Create a formal document that details the rules for homeworking.

This document should include flexible or fixed work schedules, availability expectations, performance criteria, and confidentiality obligations. It is important that all employees understand what is expected of them when working remotely.

2. Investment in technology

Make sure all remote workers have the necessary tools.

Provide laptops, secure VPNs, and collaboration software licenses. Good technology infrastructure is crucial to maintaining productivity and data security.

3. Training and support


Set up regular training sessions on homeworking tools .

Organize webinars or tutorials for communication and project management tools. Offer dedicated technical support to help employees resolve technical issues quickly.

4. Develop internal communication

Establish a schedule of regular virtual meetings.

Daily or weekly updates can help maintain links between employees and ensure a good flow of information. Use video to make these interactions more personal and engaging.

5. Adaptation of managerial practices

Develop training programs for managers on managing remote teams.

Focus on remote communication skills, encouraging autonomy, and management by objectives to ensure effective supervision without micro-management.

6. Support for work/life balance

Encourage and respect flexible working hours.

Allow employees to choose their working hours to a certain extent to better balance professional and personal imperatives, while ensuring that deadlines and objectives are met.

7. Creating an inclusive environment

Organize team-building activities and informal virtual meetings.

These events can include virtual lunches, online games, or focus groups, helping to maintain a sense of community among remote employees.

8. Evaluation and adjustment

Establish a continuous feedback system.

Use regular surveys to gather employee feedback on remote working, and adjust the policy accordingly to meet their needs and improve productivity.

Each of these actions helps build a solid foundation for a successful teleworking policy, promoting a flexible, secure and productive work environment.

Invest in equipment for your employees

Adopting an effective teleworking policy represents a strategic transformation for your organization. The key to a successful teleworking policy lies in flexibility, adaptability and communication. Their implementation promotes a framework where productivity, commitment, and employee well-being combine harmoniously with the ambitions of your organization.

In this context, allow us to highlight the importance of integrating innovative solutions such as the Zenho foldable teleworking desk to optimize your home workspace . By choosing Zenho for your employees, you offer them much more than just an office; you provide them with a real place to concentrate. Zenho represents the ideal solution for those looking to get away from daily distractions, ensuring productivity and creativity.

But where Zenho truly stands out is in his ability to clearly demarcate the boundaries between professional and personal life. By offering your employees a dedicated work space, you help them establish the necessary psychological separation between their professional responsibilities and their personal time. This distinction is crucial for maintaining balance, preventing burnout and promoting well-being.

Discover the teleworking office

Investing in Zenho mobile offices is not just a logistical choice; it is a deep commitment to the well-being and productivity of your employees. By adopting Zenho, you are not only improving your employees' workspace, you are enriching their quality of life.