Telework (working from home)

Telework (home-based work)


Telework, also referred to as telecommuting, is an arrangement whereby an employee, at least on a periodic basis, fulfils his or her regularly scheduled job responsibilities at a remote location which is not operated by the employer (a teleworkplace)—usually an employee’s own residence.
Working from home is not a new phenomenon, since it has been practised for decades in certain sectors, such as the garment industry. However, the rapid development of computer and information technologies in recent years has made teleworking feasible in an increasing number of job categories.


Telework can be advantageous for employees by allowing them: to organize their work day around their personal and family needs; to decrease work-related expenses; to reduce commuting time; and to work in a less stressful and disruptive environment. It may also help to accommodate employees who, because of particular disabilities, are unable to leave home. Although telework cannot normally be combined with child or eldercare-related tasks, it may nevertheless let employees work in closer proximity to their children and relatives, offering some peace of mind and giving the family a chance to spend more time together at lunch time as well as before and after school.


Apart from improved productivity, efficiency and employee morale, employers can also benefit from lower overhead costs and from reduced disruptions in case of bad weather and other emergencies. The fact that employees who telework can use this added flexibility to capitalize on their personal peak productivity periods can also favourably influence a company’s bottom line.
Despite these benefits and the attention that telecommuting has attracted in the media, very few collective agreements contain telework provisions. Those that exist are mostly concentrated in the public sector and in various Crown corporations, particularly in British Columbia.


The paucity of telework clauses is partly due to the fact that not all occupations are amenable to such an arrangement. Moreover, employers may be concerned by the initial implementation costs, potential legal liabilities, and difficulties in supervising and appraising the performance of teleworkers. Unions may disapprove of work-at-home clauses if they perceive them as leading to greater isolation of employees, reduced job security and promotion opportunities, and diminished health and safety protection.