From home office to teleworking: what's changing for employers and employees

February 6, 2025 3 min read

The world of work is evolving rapidly, and with it the terms that define our everyday lives. What used to be known as "home office" is increasingly being referred to as "teleworking". However, this name change not only entails linguistic adjustments, but also new legal and organizational challenges. Companies that have already concluded a home office agreement with their employees now need to ask themselves: What adjustments are required? Is a new agreement necessary? And which operational processes should be updated?

1. every company should review these 7 points now

In order to properly implement the switch from working from home to teleworking, companies should adapt the following areas of their existing agreements and processes:

  1. Change of term in the agreement: The term "teleworking" should be used instead of "home office". It should also be defined whether teleworking is only possible at home or also at other locations (e.g. co-working spaces).
  2. Adjustment of the remuneration regulation: If employees receive a financial lump sum for working from home, this should also be shown on the payslip as a "teleworking lump sum".
  3. Work equipment and liabilityCompanies should clearly regulate which technical and ergonomic work equipment they provide and how liability is regulated in the event of damage or loss.
  4. Working time regulation and Time recording: A digital Time recording enables transparent documentation of working time. Regulations on availability and break times should also be reviewed.
  5. Accident insurance and occupational safety: Insurance cover in the home office may differ from that in the office. Employers should clarify which accidents are considered occupational accidents and whether safety guidelines are required for teleworking.
  6. Data protection and IT securityIf employees work outside the home office, it should be defined how sensitive data is protected and transmitted securely.
  7. Termination or amendment of the teleworking arrangement: Companies should determine whether and under what conditions teleworking can be revoked or changed.

2. the most important changes for employers and employees

For employers, the switch to teleworking means that existing agreements must be reviewed and adapted if necessary. It should be clearly defined where teleworking is permitted and what technical resources are provided. Liability also plays an important role, especially when it comes to accidents at work or the safety of the working environment. Transparent time recording ensures that legal regulations are complied with and that employees do not work overtime unnoticed.
There are also changes for employees. They benefit from more flexibility, but at the same time need to create a clear distinction between work and leisure time. A structured working day and an ergonomically designed workplace are key to working productively and healthily in the long term. They should also be aware that accidents in the home office can be considered occupational accidents under certain conditions.

3. liability for accidents at work in a teleworking environment

Accidents at work in the home office or when teleworking can be more difficult to assess than in the traditional office. A key issue is whether an accident occurs on the direct route between the teleworking workplace and an officially recognized place of work. Under certain conditions, such commuting accidents can be considered accidents at work. Employers also have a duty of care and must ensure that their employees work in a safe working environment. This includes ergonomic furniture and safe work equipment. However, it should be noted that accidents that occur during private activities, such as picking up a private parcel, are generally not classed as accidents at work.

4 Conclusion: The future of work is flexible - but safe

The switch from working from home to teleworking is more than just a name change - it requires clear contractual adjustments and a well thought-out operational organization. Employers should review and modernize their existing regulations, particularly with regard to Time recording, liability and work organization.

Digital time recording is essential for companies to document working hours in a legally compliant manner. Project time recording also helps to better manage work processes and keep an eye on productivity.

With Personnel cloud is a powerful solution that helps companies to implement teleworking efficiently. The software offers modules for time recording, Project tracking and transparent working time management - an ideal basis for the modern working world.

DisclaimerThis article is for information purposes only and does not claim to be exhaustive or legally binding.

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