How to create HR policies for remote workers?

Remote work is now common in many companies. This working mechanism had a considerable increase with the start of the pandemic. Since organizations seek to protect the health and well-being of their teams, while also needing to maintain business continuity. Likewise, companies, to a greater or lesser extent, have adopted different HR policies related to working at home.

In this article, we will explain how companies can create HR policies for remote work.

  1. What are HR policies?
  2. Different types of human resource policies.
  3. What resource policies can the company adopt for remote workers?
  4. How to establish HR policies?
  5. How can we help you to create policies for remote workers in your company?

1. What are HR policies?

These are strategies designed by the HR department of a company to manage the entire life cycle of employees. From their recruitment to their retention and growth within the organization.

In the same way that companies design their business strategies to improve their results. Human resources must do the same to ensure the effectiveness of the department. A point in which the human resources policies of the company play a fundamental role.

However, the elaboration of the human resources policies of a company is the responsibility of this ;department. Therefore, this area is the one that establishes specific rules; trying to frame and delimit with them the different tasks and objectives of the company’s personnel management. They serve as a guide and point of reference.

These rules include elements such as how to give feedback to candidates, the steps to follow in a selection process, the implementation of a training plan, etc.

2. Different types of human resource policies.

On the other hand, there are different types of human resources policies in a company. Each of these policies corresponds to the different functions of the department. Remuneration, recruitment, selection, hiring, employee exit, training, work environment, etc.

Next, we explain each of these policies.

2.1 Personnel hiring policies

The human resources policies of a company focused on the hiring of personnel must deal with issues such as the type of base contract or the type of contract according to the job position. Other procedures that are important are those related to incorporation. We are not talking about general induction planning, just the fundamentals regarding the treatment of that new employee.

An example of this is establishing that the induction must be carried out by your direct manager. Or that it is necessary to guarantee that the employee knows his closest colleagues to ensure a good working environment.

2.2 HR remuneration policies

In the HR remuneration policies, it must be clear what the minimum remuneration is or how it is for each position. Although there are incentive plans and additional benefits, there will be variable or flexible remuneration, among other labor benefits.

Likewise, it is important that the person in charge of determining this remuneration be set; if it will vary in the long term, if there will be the possibility of participating, for example, due to seniority, and performance, among other concepts.

2.3 Training policy

Who is in charge of the training? What should be the basis of the courses? Should the employee try to update their knowledge independently or will they be provided with training means? What type of training will be most promoted? Through which platform?

Of course, all of these questions need to be answered in a company’s HR policy manual. In any case, there are digital tools that speed up and facilitate this process.

2.4 Employee departure policy

HR policies focused on the termination of a contract, it not only addresses everything related to dismissals but also retirements, voluntary redundancies, etc. The idea of ​​this policy is to avoid a negative impact on employees and that this damages the image of the brand. For its part, it goes without saying that these policies must comply with the current labor legislation of the country in question.

2.5 Work environment policies

At this point, several rules are established. Dress codes, relationships between employees, or the feedback system to increase motivation. It is important to take into account the organizational culture of the company, as it is what will define the entire section.

This is where HR should set guidelines for the entire organization, including what kind of vocabulary is not allowed or what limits exist on relationships between employees. It is even possible that this section belongs to the general company policy.

3. What resource policies can the company adopt for remote workers?

Now, based on the above, the following question arises. What can Human Resources do to support staff and ease the transition to remote work? Below we will explain what role the human resources department plays to achieve this objective.

3.1 Set the ground rules

Human resources has an important role to play in setting the ground rules around remote work. For many organizations, it will not be possible for all roles to be managed from home, so there needs to be clarity on issues such as who can and cannot work remotely. Since some critical business roles may still require a physical presence as well as possibly how staff rotations could apply on weekdays.

Likewise, people must establish job expectations precisely. Are remote workers expected to be online from 09:00 to 17:00, for example, or will there be flexibility in hours as long as the objectives of the job are met? If boundaries are clear to all employees from the start, conflicts or perceptions of unfairness are less likely to arise.

On the other hand, it is also necessary to establish good practices for remote work such as the need to take regular breaks and be aware of the posture and adjustment of the seats, among other aspects. In order to have the best HR management and a professional HR management

3.2 Intensify communication

Besides, if a large number of people work remotely, communication needs to change to accommodate the virtual environment. In addition, teams may want to introduce daily virtual check-ins, for example, where people can discuss priorities, update progress and seek advice from colleagues.

Also, managers need to make sure this isn’t perceived as checking people to make sure they are glued to their laptops, but as an opportunity to maintain team spirit and keep everyone focused on their goals.

Regular communication also provides an important opportunity to keep everyone up to date in a fluid and rapidly changing situation. Decisions may need to be made, for example about which activities are business-critical and which can take a backseat for a while. If everything is clear, there is less opportunity to waste time on irrelevant activities.

3.3 Provide training

If remote work has not gone mainstream before, people may not be familiar with the communication platforms the company may be using. HR should work closely with the IT team to make sure people are clear on how to use the systems. Some short training webinars, for example, will quickly get everyone up to speed.

3.4 Guidance on performance management

Managers may be concerned about how to manage people outside of their line of sight, particularly if there are people on their team who are underperforming or working in a high-pressure, goal-driven environment. In environments where job coaching is the norm, it can be quite a challenge. For example, not being able to just walk by someone’s desk and give them a little advice.

HR can assist by providing an update on performance management and some tips on how people can apply it in the virtual space. If the company is using an automated HR system, managers will already have access to templates to guide discussions and a central space where they can record and monitor actions from performance conversations.

Likewise, it will be important to keep assessments scheduled, as well as more informal check-ins, so that managers have a chance to find out where people are struggling and what additional support or training might be needed.

3.5 Take steps to combat isolation

For those who are first time working remotely, it can be a lonely affair. Without the opportunity to chat over the coffee machine or meet with colleagues over lunch, people can quickly start to feel isolated.

In turn, many studies have shown that in addition to feeling like they are missing out socially, remote workers also report missing out on collaboration or learning opportunities. Therefore, the human resources department must take measures in this regard so as not to have a discouraged worker within the organization for not having direct contact with his other colleagues.

Some HR systems have internal social portals where employees can chat and share information. This could be the time to revitalize them if they have no use in the company, . Managers can also introduce a virtual social catch-up element, ensuring there is time for the personal chat that would naturally happen at the start of a face-to-face meeting.

Therefore, this can really help bring the team together and provide a little de-escalation at a time when people are feeling anxious about everything going on around them.

4. How to establish HR policies?

The first step of all when establishing human resources policies in a company is to answer the following questions:

  • What are we?
  • What is our purpose?

At this point, it is key that the mission of the human resources department and the mission of a company must be in sync. Otherwise, those in charge of HR management of ​​the company must adopt the policies of their department to the general policies of the company. Similarly, in any case, you must take into account the following aspects.

Good HR policies in a company must be in tune with the current legislation of the country in question. All this is in search of avoiding sanctions for the company. On the other hand, everything that you do to create the new human resources policies for remote workers must be aligned and justified with the main mission of the company and never deviate from this mission.

Another important point, and above all to avoid confusion in the organization, is that all staff must be aware of these new policies. In addition to being the best way to ensure compliance with these policies.

One of the last steps is the confirmation of these new policies. In other words, those in charge of the company’s management must validate them and agree with their content. For its part, it does not hurt to raise it with a group of selected workers to create a discussion group. In order to make the best decision for the department.

5. How can we help you to create policies for remote workers in your company?

If you are looking for advice on creating policies for your company’s teleworkers, in order to have the best HR management, consider EOR Middle East for it. Years of experience advising companies in this type of service accredit us as the leading company in the market. Thus, you can grow your company with our help in the UAE market.

EOR Middle East has this service to improve the quality of HR management in the UAE and the work environment for your remote workers. And also, you will be able to get the benefits of our professional employement organization services.

Do you want to hire our services? Contact us via email at the following address: [email protected]. In the same way, if you have any questions or concerns, you can call us at +971 43 316 688. Our staff will assist you in the best way. Thus, that you can clear up any doubts or concerns you have.

If your desire is to have a job opportunity in the Middle East in a large company. You can send your CV to: You can also send us an email through the following address: [email protected]. To follow up on your job application and find a job that best suits your abilities.

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