Work From Home (WFH) Policy Template for India

A Work From Home policy formalises remote and hybrid work: eligibility, hours, security expectations, equipment, and reimbursements. It removes ambiguity around availability, attendance tracking, and the line between "WFH" and "leave".

What a Work From Home (WFH) Policy must include

  • Scope and eligibility (which roles, post-probation only, etc.)
  • Hybrid pattern (days in office vs days remote)
  • Working hours and availability windows
  • Attendance and time-tracking expectations
  • Information security and data handling
  • Equipment provided + reimbursements
  • Approval workflow
  • Disciplinary clauses for misuse

Drafting tips

  • Define availability windows, not full hours. "Be available 11 to 4" is enforceable; "be online 9 to 6" is not.
  • Tie WFH eligibility to performance. Making it a privilege, not an entitlement, reduces abuse.
  • Audit GPS / IP attendance reports monthly. Patterns of absence show up fast.

Work From Home (WFH) Policy format

[Company Name] WORK FROM HOME POLICY. Effective [DD MMM YYYY]

1. SCOPE
This policy applies to all confirmed employees of [Company Name] whose roles can be performed remotely. Frontline / on-site roles are excluded.

2. WFH PATTERN
  • Default: [Hybrid, 3 days in office, 2 days remote per week].
  • Days in office: [Tue, Wed, Thu]. WFH days: [Mon, Fri].
  • Permanent remote work is allowed only with prior approval from HR + Department Head.

3. WORKING HOURS
Standard hours apply: [9:30 AM – 6:30 PM, Mon–Fri], or as agreed with the manager. Employees must be available for sync meetings during 11:00 AM – 4:00 PM IST.

4. ATTENDANCE
Mark attendance via the HR portal / mobile app. GPS / IP-based check-in is required for WFH days. Failure to check in for 2+ days without notification will be treated as unauthorised absence.

5. PRODUCTIVITY & DELIVERABLES
Performance is judged on output, not hours-online. Managers are expected to set clear weekly deliverables; employees are expected to communicate proactively.

6. INFORMATION SECURITY
  • Use Company-issued laptop only. Personal devices are prohibited.
  • Use VPN for all work activity.
  • Lock screens when away. Do not work in public locations without privacy.
  • Don't print Company documents at home unless approved.
  • Report any security incident within 24 hours to [security@company.com].

7. EQUIPMENT & REIMBURSEMENT
Company provides: laptop, software licenses, and a one-time home-office setup allowance of ₹[X]. Internet reimbursement: ₹[X]/month against bill. Electricity is not reimbursed.

8. APPROVAL & EXCEPTIONS
Ad-hoc WFH (1–2 days) requires manager approval. Extended WFH (>5 days) requires HR + Department Head approval and a documented reason.

9. NON-COMPLIANCE
Misuse, including running personal businesses during work hours, sharing Company data, or repeated unavailability, will be treated as misconduct under the HR Policies.

10. AMENDMENT
The Company may revise this policy with notice. WFH eligibility is not a vested right and may be withdrawn for performance or operational reasons.

Acknowledged:

Signature: ____________________   Date: __________
[Employee Name, Employee ID]

FAQs

Is WFH legally protected in India?

No statute mandates WFH for the private sector. SEZ-based IT companies have specific WFH allowances under SEZ rules. Otherwise, WFH is an employer policy decision.

Can WFH be taken away once granted?

Yes, subject to reasonable notice. WFH is a working arrangement, not a permanent contract term, unless the appointment letter explicitly says so.

Are WFH employees entitled to internet/electricity reimbursement?

No statutory requirement. Most companies reimburse internet against a bill; electricity is rarely reimbursed.