Remote Working Policies for SMEs - A Comprehensive Overview

Remote working is now a key part of how we work, and for SMEs, it’s both an exciting opportunity and a bit of a challenge. Finding the right balance means staying compliant with Irish employment law and making sure that your team can stay productive and connected, but this can feel overwhelming when you’re still a smaller business. But with a well-thought-out remote working policy, you can make it work for everyone. 

With the introduction of the Work Life Balance and Miscellaneous Provisions Act 2023, employees in Ireland now have the right to request remote working. This means SMEs need to be prepared with clear policies to handle such requests fairly and in compliance with legal obligations. This guide will walk you through everything you need to know, helping you create a clear and practical remote working policy that suits your SME.  

Remote working offers SMEs a powerful way to attract and retain top talent while keeping overhead costs in check. For employers, it means that you are granted access to a broader talent pool beyond geographic limitations, increased employee satisfaction, and often higher productivity levels.  

Workers appreciate the flexibility, which leads to better work-life balance, reduced commuting stress, and improved focus. With the right tools and communication strategies in place, SMEs can foster a strong, engaged workforce without the need for a large physical office, creating a benefits for both the business and its employees

Under the Work Life Balance and Miscellaneous Provisions Act 2023, employees in Ireland now have the right to request remote working from their employer. SMEs must be aware of these legal obligations when setting up their policies. Here’s what you need to know: 

• Employees who have completed six months of continuous employment can request remote work. 
• The request must be made in writing, outlining how it will be managed without negatively impacting the business. 
• Employers must respond within four weeks with an approval, modification, or refusal (with reasons provided). 
• If refused, employees can escalate the issue through the Workplace Relations Commission. 
• Businesses should have a structured process in place to assess requests fairly and consistently. 

For full details, visit Citizens Information – Right to Request Remote Working. 

A well-thought-out remote working policy does more than just set rules - it creates a smoother, more productive work environment for everyone. It ensures legal compliance, keeps teams engaged, and helps businesses attract and retain top talent. Here’s why SMEs should make remote working policies a priority: 

• Compliance: Stay aligned with Irish employment laws and health & safety regulations. 
• Productivity: Set clear expectations around working hours, availability, and deliverables. 
• Engagement: Keep employees connected, motivated, and involved, even from a distance. 
• Attraction & Retention: Offer flexibility to bring in and keep the best talent. 
• Cybersecurity: Protect company data and systems when employees are working remotely. 
• Work-Life Balance: Support employees in managing their professional and personal lives effectively. 

With the right approach, remote working can be a win-win for both your business and your team. 

A strong policy should cover several core areas to ensure clarity and effectiveness. Below is an overview of what to include: 

Remote working policies must comply with established employment laws, particularly in areas such as: 

• Health & Safety: Employers have a duty of care, even for remote employees. Ensure their home setup is safe by undertaking a remote working assessment with your employee. This can cover home office equipment and ensure that your employee has a suitable environment from which to work. 
• Right to Disconnect: Employees should not feel pressured to work beyond agreed hours. This means employers should not expect responses from employees beyond working hours. 
• Data Protection: SMEs must comply with GDPR when handling remote employees’ data. 
• Contracts & Policies: Update employment contracts to reflect remote work arrangements. 
• Right to Request Remote Work: Employers must respond to formal requests fairly and in line with regulations. 
• Fair Treatment: Ensure remote workers have the same opportunities for promotions, benefits, and training. 

Remote working is here to stay. SMEs that embrace flexible work arrangements will have a competitive edge in attracting and retaining talent. Investing in the right policies will ensure long-term success.