The typical Employment Contract – including conditions of service, remuneration, allowances and benefits, working hours, vacation etc – is tailored to working in a designated office space.

As normality gradually returns and with the introduction of COVID19 vaccines, employers are embracing hybrid or flexible working arrangements where employees can alternate between working remotely and from the office while some employers have adopted working remotely on a permanent basis.

However, these emerging work arrangements have raised questions relating to employment contracts which have snowballed into a plethora of labour lawsuits.

Businesses that have embraced these arrangements are proactively updating their contracts of employment by issuing new policies, procedures, guidelines and workflow processes to manage and regulate employees working remotely.

This article highlights some of the terms of a Contract of Employment that would require updating, to make it compatible with remote work.