Employment
Free Remote Work Agreement Template
A remote work agreement covering schedule, availability, equipment, expenses, data security, work location and how the arrangement can change.
A remote work agreement sets the rules for working from home or elsewhere: hours, availability, equipment, expense reimbursement, security and where the employee may work. Work location matters because it can decide which state's employment and tax laws apply.
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Template
REMOTE WORK AGREEMENT
This Remote Work Agreement ("Agreement") is between [COMPANY NAME] ("Company") and [EMPLOYEE NAME] ("Employee"), effective [DATE].
1. ARRANGEMENT. Employee will work remotely [full-time / on [DAYS] each week], with [NUMBER] in-office days at [OFFICE LOCATION] as reasonably requested.
2. WORK LOCATION. Employee's primary remote work location is [CITY, STATE]. Employee will not work from another state or country for more than [NUMBER] days in a calendar year without the Company's prior written approval, because location affects tax, payroll and legal obligations.
3. HOURS AND AVAILABILITY. Employee's working hours are [HOURS AND TIME ZONE]. Employee will be reachable during core hours of [CORE HOURS] and will attend scheduled meetings. Non-exempt employees must record all hours worked and may not work overtime without approval; all hours worked will be paid.
4. EQUIPMENT. The Company will provide [LAPTOP, MONITOR, OTHER]. Company equipment remains Company property and must be returned within [NUMBER] days after employment ends.
5. EXPENSES. The Company will reimburse reasonable, approved business expenses, including [a monthly stipend of [AMOUNT] for internet and phone / actual documented costs], in line with applicable state law.
6. WORKSPACE AND SAFETY. Employee will maintain a safe, suitable workspace and will report any work-related injury promptly.
7. DATA SECURITY. Employee will follow Company security policies, including using a secure network, keeping devices locked and updated, not using public Wi-Fi without a VPN, and keeping confidential information out of view of others.
8. POLICIES. All Company policies continue to apply while working remotely.
9. CHANGES AND ENDING THE ARRANGEMENT. Either party may end or change this remote arrangement with [NUMBER] days' written notice, unless business needs require a shorter period. This Agreement does not change the at-will nature of employment [if applicable].
GENERAL PROVISIONS
(a) Notices. Notices must be in writing and sent to the addresses or emails above (or as later updated by notice). Email notice is effective when sent, unless the sender receives a delivery failure message.
(b) Entire agreement. This agreement, with any schedules and exhibits, is the entire agreement between the parties on its subject and replaces all prior discussions and agreements on that subject.
(c) Amendments and waivers. Changes must be in writing and signed by both parties. A failure or delay in enforcing any term is not a waiver of it.
(d) Severability. If any provision is found unenforceable, it will be limited to the minimum extent necessary and the rest of this agreement will remain in effect.
(e) Assignment. Neither party may assign this agreement without the other party's written consent, except to a successor in a merger or sale of substantially all of its business, on notice.
(f) Relationship. Nothing in this agreement creates a partnership, joint venture or agency relationship unless expressly stated.
(g) Counterparts and electronic signatures. This agreement may be signed in counterparts and by electronic signature, each of which is an original and together form one agreement.
(h) Independent advice. Each party has had the opportunity to review this agreement with its own legal counsel and signs it voluntarily.
EMPLOYEE: _____________________ Date: __________
COMPANY: ______________________ Date: __________
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This free template is provided by ClauseAudit for general informational purposes and is not legal advice. Have it reviewed before use. Replace all [BRACKETED] placeholders.When to use this template
- An employee is moving to full-time or hybrid remote work.
- A company is formalising remote arrangements across a team.
- An employee wants clarity on expenses, equipment and whether they can work from another state.
How to fill it in
- Choose fully remote or hybrid and set any in-office expectations.
- Enter the primary work location and the approval rule for working elsewhere.
- Set core hours and time zone; for non-exempt employees, keep the timekeeping clause.
- List equipment and the reimbursement approach; some states, including California and Illinois, require reimbursement of necessary business expenses.
- Set the notice period for ending or changing the arrangement.
Key clauses to check
- Work location
- Where you work can change which state's wage, leave and tax rules apply.
- Expense reimbursement
- Several states require employers to reimburse necessary business expenses, which can include part of home internet and phone.
- Hours and overtime
- Non-exempt remote workers must still be paid for all hours, including overtime.
- Ending the arrangement
- Check how much notice you get before being required back in the office.
State-specific notes: CA, TX, NY, FL, IL
Employment rules that affect this template in the five largest states, summarized as of 2025. Laws change and cities add their own rules, so confirm the current law before signing.
California
- Employers must reimburse necessary business expenses, including a reasonable share of personal phone and internet used for work (Labor Code §2802).
- Employees are entitled to paid sick leave, currently at least 40 hours or five days per year.
Texas
- Texas has no general law requiring employers to reimburse business expenses, but under federal wage law unreimbursed work expenses cannot reduce an employee’s pay below minimum wage.
New York
- Employers that electronically monitor phone, email or internet use must give written notice and get acknowledgment on hiring.
- Paid sick leave is required statewide, from 40 to 56 hours depending on employer size.
Florida
- Florida has no general law requiring employers to reimburse business expenses, but under federal wage law unreimbursed work expenses cannot reduce an employee’s pay below minimum wage.
Illinois
- Employers must reimburse necessary business expenses incurred within the scope of employment (820 ILCS 115/9.5).
- The Paid Leave for All Workers Act (2024) entitles most employees to at least 40 hours of paid leave per year, with separate rules in Chicago and Cook County.
Another state? See the rules for all 50 states and DC.
Frequently asked questions
Does my employer have to pay for my home internet?
In some states, such as California and Illinois, employers must reimburse necessary business expenses, which can include a reasonable share of internet and phone costs.
Can I work remotely from another state?
Only with approval under most agreements, because it can create tax and legal obligations for the employer in that state.
Can my employer end remote work?
Usually yes, with the notice the agreement requires, unless your contract guarantees remote work.
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This free template is general information, not legal advice, and is no substitute for a qualified attorney. Laws vary by state; have it reviewed by a lawyer before you use or sign it.