Remote Work Is Here to Stay…

Remote & Hybrid Work: Why Your Updated Policy Can’t Wait!

Remote and hybrid work may not be as common as they were during the pandemic, but I promise you, they’re far from gone.

Nearly 1 in 5 employees still work from home in some capacity, and for many small businesses, flexibility has become a key part of attracting and keeping talent.

I’ve said this before: flexibility & choice are what employees are looking for today and are negotiating for both.

This is why an updated remote work policy isn’t optional - it’s essential.

Workplace norms have changed. Employees now expect clarity around flexibility, technology, and boundaries. And as an employer, you need to protect your business while creating a fair and consistent framework that works for everyone.

As we head into 2026, here’s what a strong remote work policy should cover (and why it matters):

1.        Eligibility & Approval

Not every role or employee qualifies for remote work - and that’s okay. What matters is how you decide and how you communicate it. Be clear about which roles are eligible, how requests are made, and who approves them. Consistency prevents resentment and helps avoid claims of favouritism.

💡 Tip: Define “remote” and “hybrid” in your context. Two days a week at home? Fully remote within a province? Spell it out so there’s no room for interpretation.

2.        Work Hours, Availability & Communication

One of the biggest remote work challenges is blurred boundaries. Are employees expected to answer messages at 9 p.m.? How should they handle urgent client calls?

Based on Bill 27 - Right To Disconnect - your policy should outline work hours, response time expectations, and communication channels (Slack, Teams, email, etc.). Clear boundaries reduce burnout and help maintain trust on both sides.

💡 Tip: Include a note about respecting time zones and disconnecting outside work hours - it goes a long way in supporting employee well-being.

3.        Technology, Security & Expenses

Remote work brings flexibility, but also new risks. Who covers home internet costs or office supplies? What happens if company data is accessed on a personal device?

Your policy should define:

✔️ Who provides equipment (laptops, monitors, etc.)

✔️ How employees protect company data and passwords

✔️ Which expenses are reimbursable (and how to claim them)

💡 Tip: Work with IT to ensure your team understands basic cybersecurity practices - VPN use, secure Wi-Fi, and data storage rules.

4.        Legal Compliance & CRA Rules

Remote work isn’t just about flexibility - it’s also about compliance. Different provinces have different employment standards, and the CRA has strict guidelines on what qualifies as a home office or reimbursable expense.

If you have employees working in multiple provinces, make sure your policy aligns with local employment laws. This helps you avoid headaches around overtime, vacation accrual, and tax obligations. This applies to the US too.

Why does a clear policy matter?

A clear remote work policy doesn’t just protect your business - it supports your people. It creates structure, fairness, and transparency, so everyone knows what to expect.

When employees understand the “how” and “why” behind decisions, they’re more engaged and more likely to respect boundaries. And that leads to a stronger, more trusting workplace culture, whether your team is across the hall or across the country.

I truly believe that remote and hybrid work are here to stay - just in a more balanced form. So, if you haven’t reviewed your policy recently, now’s the time.

Trust me: clarity today prevents conflict tomorrow.