Can this be signed electronically?

Yes. Electronic signatures are legally valid in the United States under the ESIGN Act (15 U.S.C. §7001) and UETA in most states, provided intent and consent are recorded and the record is reproducible.

Is notarization required?

Not typically. Employment agreements rarely require notarization. If a state-specific law or a related document (for example, a power of attorney) requires notarization, follow that requirement.

What if an employee moves to another state?

Review governing-law and tax clauses; determine payroll tax and employment-law implications in the new state and amend the agreement if residency or jurisdiction changes affect rights or obligations.

How are equipment disputes handled?

Include a clear equipment inventory, ownership status, maintenance responsibilities, and return conditions to reduce disputes and provide a contractual basis for reimbursement or replacement.

How can the agreement be revoked or changed?

Specify amendment and revocation procedures in the agreement. Typically, mutual written consent or an employer policy with notice provisions governs modifications and terminations.

How long should executed copies be retained?

Keep signed agreements for at least 3 years after termination for tax and HR records (IRC §6501(a)), longer if industry rules apply (e.g., HIPAA 45 CFR §164.530(j)).

Electronic Signature
Templates
HR
Employee Telework Agreement

Employee Telework Agreement

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

EMPLOYEE TELEWORK AGREEMENT

This Employee Telework Agreement ("Agreement") is entered into by and between Employer Name: and Employee Name: . Effective Date: .

Purpose and Scope

The purpose of this Agreement is to establish the terms and conditions under which the Employee will perform assigned duties from an approved remote work location. Telework is a privilege and not an entitlement; it is subject to the operational needs of the Employer and may be modified or revoked in accordance with Section 6 (Termination and Modification).

Personal Information

Full Legal Name Home Address Phone Email

Position Information

Job Title Department Reporting Manager Employment Start Date Base Salary (annual)

Telework Arrangement Details

Approved Telework Location:

Telework Type (check all that apply): Full-time remote Hybrid (specify schedule below) Intermittent/occasional

Telework Schedule / Core Hours Expected Onsite Days (if applicable)

Duties, Performance and Availability

The Employee agrees to maintain productivity, responsiveness, and availability equivalent to that required at the Employer's worksite. The Employee will attend scheduled meetings, maintain communication with the Reporting Manager, and meet performance expectations described in the job description and performance plans.

Performance Goals or Special Instructions

Equipment, Software and Expenses

Equipment provided by Employer remains the Employer's property and must be used in accordance with Employer policy. Employee will not install unauthorized software or permit access by third parties.

Employer-Issued Equipment (list) Employee-Owned Equipment (list)

Expense Reimbursement: Eligible for approved reimbursement

If eligible, list reimbursable items and limits

Security, Confidentiality and Data Protection

The Employee shall protect employer data and confidential information in accordance with Employer policies and applicable law. Use of secure networks, encryption where required, and password protection is mandatory. Any suspected data breach must be reported immediately.

Describe secure workspace and measures taken to protect information

Acknowledgment: I acknowledge and will comply with Employer security and confidentiality policies.

Workers' Compensation, Health and Safety

The Employer's workers' compensation policy applies to injuries that arise out of and in the course of telework while performing assigned duties. Employee must report work-related injuries promptly. Employer may require verification of the telework workspace to confirm compliance with safety standards.

Home Insurance Confirmation: Employee confirms homeowner/renter insurance covers telework-related incidents as applicable.

Duration and Termination

This Agreement begins on Start Date: and remains in effect until modified or terminated. Either party may terminate telework privileges with advance notice of days unless circumstances require immediate termination.

Liability, Indemnification and Insurance

The Employer is not responsible for costs associated with maintaining Employee's home, including utilities, or for losses to Employee-owned property, except as required by law. Employee agrees to indemnify Employer for losses caused by negligence or willful misconduct by Employee while teleworking.

Return of Property

Employer property must be returned immediately upon request, termination of employment, or upon cessation of telework. Employee shall take reasonable care to protect and maintain Employer equipment and software.

Compliance with Policies

Employee shall comply with all Employer policies, including but not limited to information security, acceptable use, confidentiality, timekeeping, and expense reimbursement policies. Noncompliance may result in revocation of telework privileges and disciplinary action up to and including termination.

I acknowledge that I have received and will comply with applicable Employer policies referenced above.

Governing Law and Dispute Resolution

This Agreement shall be governed by the laws of the State of . Any dispute arising under this Agreement shall be resolved in accordance with Employer dispute resolution procedures.

Employment History

Previous Employer 1

Company Title Dates Employed (From / To) Primary Responsibilities Reason for Leaving

Previous Employer 2

Company Title Dates Employed (From / To) Primary Responsibilities Reason for Leaving

Education

Highest Degree Institution Graduation Date

Professional References

Reference 1

Reference 2

Reference 3

Legal Disclosures

At-Will Employment Statement: Nothing in this Agreement alters the at-will nature of employment, if applicable, which means that either the Employer or the Employee may terminate the employment relationship at any time, with or without cause or notice, unless otherwise expressly provided in a separate written agreement.

Equal Opportunity Statement: The Employer is an equal opportunity employer. Telework eligibility and decisions are made without unlawful discrimination and consistent with applicable non-discrimination laws and Employer policy.

Certification and Authorization

I certify that all information provided in connection with this Agreement is true and complete to the best of my knowledge. I authorize the Employer to verify information provided herein and to conduct employment-related checks, which may include reference checks and background investigations consistent with applicable law.

I certify that the information provided is true and complete.

I authorize the Employer to contact prior employers and conduct background checks as permitted by law.

Modifications and Entire Agreement

This Agreement constitutes the entire agreement between the parties regarding telework and supersedes any prior telework arrangements. Any modification must be in writing and signed by both parties. Employer reserves the right to amend telework terms consistent with business needs.

Employer:

By:

Date:

Employee:

By:

Date:

What an Employee Telework Agreement Covers

An Employee Telework Agreement is a written contract between employer and employee that defines the parameters of remote work. It typically addresses work hours, job duties, accepted work locations, equipment and expense allocation, data security expectations, confidentiality, performance measurement, tax or payroll implications, and procedures for termination or modification. The agreement clarifies responsibilities for both parties, reduces ambiguity during remote employment, and serves as an auditable record when combined with signature, date, and version control.

Why a Formal Telework Agreement Matters

A written telework agreement reduces legal risk, sets clear operational expectations, and documents consent to electronic records and signatures. It assists HR and managers in consistent policy enforcement, supports workplace safety and data-protection compliance, and makes dispute resolution and audits more straightforward when retained with other employment records.

Common parties who complete and maintain this agreement

Employers, remote employees, and HR teams are the primary users; IT and legal may also contribute.

Human resources teams who onboard remote workers and maintain personnel files.
Hiring managers who approve schedules, equipment, and performance metrics for teleworkers.
IT and security staff who verify remote access, device configuration, and privacy protections.

Each signer should keep a copy and follow the agreement’s procedures for amendments, revocations, and equipment returns.

Who typically signs and why

Employee

A remote or hybrid worker signs to accept the specified work location, hours, responsibilities, equipment terms, and data-security obligations. Signing documents confirms intent to be bound, which supports enforceability under ESIGN and applicable state law and helps to avoid disputes over expectations.

HR / Manager

An HR representative or hiring manager signs to confirm employer terms, approve equipment allowances, and record supervisory expectations. Their signature documents employer consent and indicates the agreement has been communicated and stored according to record-retention policies.

Essential sections to include in a professional agreement

A robust Employee Telework Agreement arranges operational, legal, and security topics so responsibilities are clear and enforceable across jurisdictions.

Scope of Work

Define duties, deliverables, core hours, and reporting lines so performance expectations are unambiguous and measurable in remote settings.

Work Location

Specify approved remote locations, residency requirements, and any travel expectations that affect payroll, taxes, or compliance.

Equipment & Expenses

List employer-provided devices, reimbursement limits, maintenance responsibilities, and procedures for damaged or returned equipment.

Security & Privacy

Detail required security controls, acceptable use, VPN/endpoint requirements, and obligations to report data incidents promptly.

Performance Metrics

Set measurable goals, review cadence, and consequences for missed targets, including corrective-action steps.

Duration & Termination

State effective date, renewal or review periods, and termination procedures including equipment return and final pay handling.

Step-by-step: completing and finalizing the agreement

Follow these steps to prepare, sign, and store the telework agreement so it is complete and enforceable.

01

Prepare Document: Populate fields and attach policy addenda.
02

Manager Approval: Obtain manager or HR sign-off and required attachments.
03

Sign Electronically: Capture electronic signatures with intent and consent recorded.
04

Store Record: Save executed copy in the employee file and retention system.

Recommended digital workflow settings for e-signing

Configure the signing workflow to preserve auditability and meet authentication needs before sending the agreement for signature.

Field	Configuration
Authentication Level	Email link or SMS code; use stronger ID verification for sensitive roles
Field Types	Signature, date, initials, and conditional fields for equipment lists
Routing Order	Sequence: employee → manager → HR
Retention Template	Assign to HR records retention policy folder

Digital signing flow in brief

A concise overview of the typical online signing process to help set expectations for senders and signers.

Upload: Add the agreement file in PDF or DOCX format.
Place Fields: Add signature, date, and checkbox fields as required.
Invite Signers: Send secure links or email invites to signers.
Complete: Signed copies and an audit trail are produced automatically.

Platform and file requirements for e-submission

Use a platform that supports standard file formats and creates a tamper-evident audit trail.

File Formats: PDF, DOCX, HTML supported
Browser Support: Current Chrome, Edge, Firefox, Safari
Integrations: CRM, HRIS, and cloud storage connectors

Confirm that chosen integrations and authentication methods meet your security and compliance needs before sending documents for signature.

Typical timelines and deadlines to track

Track key dates from agreement execution through onboarding tasks and periodic reviews to ensure compliance and operational readiness.

Signed By Start Date:

Agreement signed before remote work begins; record effective date.

Equipment Fulfillment:

Employer delivers devices within 7–14 days of start date.

Security Setup:

MFA and VPN configured within 48–72 hours of device delivery.

Probation Review:

Performance review scheduled at 30 or 90 days.

Annual Review:

Policy and agreement reviewed annually or on material changes.

Key processing milestones from request to record

A sequential view of typical milestones that occur when initiating telework and recording the agreement.

01

Initiation Request

Employee submits telework request and proposed location details.

02

Approval Decision

Manager and HR approve scope and equipment.

03

Execution & Signature

All parties sign and date the finalized agreement.

04

Record Storage

Executed agreement is filed under employee records with retention tags.

Common preparation errors to avoid

Unclear work hours or deliverables that lead to performance disputes and inconsistent enforcement across teams.
Failing to document equipment ownership and reimbursement terms, which can cause repayment or tax issues later.
Omitting security controls or incident reporting steps when teleworkers handle regulated data under HIPAA or finance rules.
Relying on informal email approval instead of an executed agreement with observable consent and audit trail.

Potential legal and financial risks

Compliance Risk: Regulatory fines or corrective actions

Data Breach: Liability and notification costs

Tax Errors: Incorrect withholding or reporting

I-9 Violations: Penalties for improper I-9 handling

Workers’ Comp: Misclassification or coverage gaps

Contract Disputes: Costs from ambiguous terms

Security and compliance controls to record

Encryption: TLS 1.2/1.3 in transit; AES-256 at rest

Access Controls: Role-based permissions and MFA

HIPAA BAA: Include BAA if protected health data is present

Audit Trail: Timestamp, IP, and action history retained

Authentication: Email link, SMS code, or stronger ID proofing

Record Retention: Apply HR retention schedule with backups

How organizations use telework agreements in practice

Two brief examples illustrate common uses and outcomes when the agreement is implemented with clear controls.

Optica Ventures — Onboarding Clarity

Optica implemented a standardized telework agreement to document remote duties and equipment

This reduced follow-up emails and disputes during onboarding
As COO Brian Fitzgibbons noted, the interface simplified execution and made completed agreements easy to store and reference for audits and reviews.

Martin Properties — Flexible Work Rules

Martin Properties used telework agreements to formalize hybrid schedules for leasing agents

Agreements specified core hours, devices, and data access controls
Founder Tim Martin reported consistent compliance and the ability to execute documents remotely with secure signatures across mobile and desktop.

eSignature vendor comparison for signing telework agreements

A neutral pricing and feature snapshot to compare common vendor plans. signNow is listed first per table conventions; confirm plan details with each vendor before purchase.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	7-day trial	Varies	Varies	Varies	Varies
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No
Envelope Cap	No cap	100 envelopes/user/yr	Varies	Varies	Varies

Frequently asked questions about telework agreements

Answers to common operational and legal questions about creating, signing, and managing Employee Telework Agreements.

Need help? Contact support

Can this be signed electronically?
Yes. Electronic signatures are legally valid in the United States under the ESIGN Act (15 U.S.C. §7001) and UETA in most states, provided intent and consent are recorded and the record is reproducible.
Is notarization required?
Not typically. Employment agreements rarely require notarization. If a state-specific law or a related document (for example, a power of attorney) requires notarization, follow that requirement.
What if an employee moves to another state?
Review governing-law and tax clauses; determine payroll tax and employment-law implications in the new state and amend the agreement if residency or jurisdiction changes affect rights or obligations.
How are equipment disputes handled?
Include a clear equipment inventory, ownership status, maintenance responsibilities, and return conditions to reduce disputes and provide a contractual basis for reimbursement or replacement.
How can the agreement be revoked or changed?
Specify amendment and revocation procedures in the agreement. Typically, mutual written consent or an employer policy with notice provisions governs modifications and terminations.
How long should executed copies be retained?
Keep signed agreements for at least 3 years after termination for tax and HR records (IRC §6501(a)), longer if industry rules apply (e.g., HIPAA 45 CFR §164.530(j)).

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