

In a professional world where teleworking is becoming increasingly important, we need to understand the different modalities available. Occasional teleworking and partial teleworking are two solutions adapted to specific needs. But what are their particularities, their advantages, and how can they be effectively integrated into an organization?
Occasional teleworking, also called occasional teleworking , allows employees to work from home on a non-regular basis. It meets occasional needs, such as:
This way of working, flexible by nature, is based on a prior agreement between the employer and the employee. It is often formalized by a charter or a mention in the employment contract.
Unlike occasional telework, partial telework is part of a defined routine. It is generally an organization where the employee alternates between the office and home.
This flexibility, often set on a weekly basis (for example, two days working from home and three days in the office), helps improve your productivity while working from home while promoting a work-life balance.
Occasional or partial teleworking offers organizations valuable flexibility. In the event of unforeseen events (strikes, bad weather), it guarantees business continuity while reducing operational costs. Companies can thus adapt quickly while maintaining a high level of performance.
For employees, these forms of teleworking allow them to reduce the stress associated with travel and to organize their schedule with more freedom. It can also be an ideal solution for managing occasional personal obligations while maintaining their productivity.
Ergonomics is crucial to maintaining well-being while working remotely. Investing in functional furniture, such as a foldable desk for remote workers, makes it easier to tidy up and helps separate work and personal life at the end of the day.
Adopting occasional or partial teleworking is not just a question of trend: it is an investment in well-being and productivity. Zenho offers offices specially designed for teleworkers , offering flexibility and practicality to optimize your spaces and your time.
The number of days of occasional telework allowed depends above all on an agreement between the employer and the employee. There is no universal fixed rule, but in general, it varies from 1 to 5 days per month. This flexibility makes it possible to meet specific needs, such as personal constraints or one-off requirements, while respecting the requirements of the company. The agreement can be formalized in writing or simply agreed orally, depending on the practices of the organization.
Occasional telework is characterized by its occasional aspect. It is not practiced on a regular basis and often responds to exceptional situations, such as a medical appointment, a transport strike or unforeseen family events. On the other hand, partial telework is part of a much more structured framework. It is based on a schedule established in advance, for example two days per week, and is integrated into the employee's weekly or monthly organization. This distinction is important because it can have implications on the management of schedules, the equipment made available and the monitoring methods by the employer.
Floating telework days are a provision specific to the civil service. They allow agents to freely choose certain telework days in compliance with the rules defined by their administration. These days are not imposed according to a fixed schedule, but must still be validated according to the needs of the service and the criteria established by the administrative authority. This flexibility aims to improve the balance between professional and personal life while guaranteeing the continuity of public missions. It constitutes an interesting alternative for agents who wish to adapt their work organization to specific constraints.