Managing Remote Employees Guide for Employers

Managing remote employees has become a core responsibility for many UK businesses. I’m John Bloor from EBS Law, and in this article I explain the legal, practical, and cultural considerations you should keep in mind to ensure your remote workforce remains engaged, productive, and compliant with employment law.

The rise of remote working

The COVID-19 pandemic accelerated a shift to remote and hybrid working, but for many organisations this change has become permanent. Remote working offers benefits such as flexibility, reduced overheads, and access to a wider talent pool. However, it also raises challenges for employers in terms of supervision, communication, performance management, and legal compliance.

Legal obligations still apply

Whether employees are in the office or at home, your employment law obligations remain the same. This includes working time limits, health and safety duties, data protection, and ensuring equal treatment. Employers must therefore adapt policies and procedures to cover remote working arrangements.

Key challenges in managing remote employees

Employers often face difficulties in:

Maintaining effective communication across dispersed teams
Ensuring productivity without excessive monitoring
Protecting sensitive business data
Supporting employee wellbeing and preventing isolation
Managing performance and accountability fairly

These challenges are not insurmountable but require thoughtful strategies and consistent leadership.

Legal considerations when managing remote employees

UK employment law applies equally to remote workers. Employers must ensure:

Contracts: Remote working terms are clearly documented, including location of work and expectations.
Health and safety: Employers remain responsible for employees’ health, even at home. Risk assessments should include home workstations.
Data protection: Policies must address secure handling of personal and business data outside the office.
Equality: Remote employees must have equal access to training, promotion, and opportunities.

ACAS provides practical guidance on remote working arrangements: ACAS: remote working.

If you would like free advice, John Bloor and the team are here to help. Call John today on 01625 874400 or email enquiries@ebslaw.co.uk for tailored support.

Setting expectations clearly

Clear expectations are vital when employees work remotely. Employers should provide written policies covering working hours, communication methods, data security, and use of company equipment. Managers should also agree measurable objectives so employees know what success looks like. Without clear expectations, performance management becomes much harder.

Performance management for remote staff

Managing performance remotely requires trust and clarity. Employers should focus on outputs rather than presenteeism. Regular one-to-one meetings, project tracking tools, and feedback systems can help maintain standards without excessive monitoring. Employers should also ensure performance reviews are fair and consistent across remote and office-based staff.

Employee wellbeing

Remote working can sometimes lead to isolation, stress, or blurred boundaries between work and personal life. Employers should provide support through wellbeing initiatives, regular check-ins, and promoting healthy work-life balance. Encouraging breaks and discouraging excessive out-of-hours contact helps prevent burnout.

Communication strategies for managing remote employees

Communication is the foundation of effective remote working. Employers should use a mix of channels — email, video calls, instant messaging — while avoiding overload. Regular team meetings help maintain cohesion, and social interactions can replicate some of the culture-building benefits of office life. Employers should also ensure that remote staff feel included in decision-making and company updates.

Technology and security

Providing the right tools is essential. Secure VPNs, collaboration software, and reliable equipment ensure employees can work productively. Employers should also provide training on cybersecurity risks, such as phishing emails, to protect business data. Policies should specify how company devices are to be used and what monitoring may occur.

Checklist for employers managing remote employees

Do you have clear remote working policies?
Have you carried out health and safety assessments for home workstations?
Are data protection measures robust and communicated?
Do managers provide regular, fair feedback?
Are employees supported in terms of wellbeing and inclusion?

Hybrid working models

Many employers now operate hybrid models, combining office and remote work. While this offers flexibility, it can also create two-tier cultures if not managed well. Employers should ensure fairness between remote and office-based staff, particularly in access to opportunities, visibility with managers, and involvement in projects.

Handling grievances and disputes remotely

Disputes still arise in remote working environments. Employers must ensure grievance and disciplinary procedures remain accessible and fair. Hearings may need to be held via video conferencing, and confidentiality must be maintained. Employers should also take complaints about isolation, excessive monitoring, or unfair treatment seriously to avoid tribunal claims.

Training managers

Managing remote teams requires different skills. Training managers on empathy, digital communication, and performance management helps ensure they lead effectively. Good management reduces risks of disengagement, poor performance, or discrimination claims.

Contact John Bloor today for expert support at EBS Law. We’re here to ensure your business stays protected every step of the way. Call 01625 874400 or email enquiries@ebslaw.co.uk.

You may also find these EBS Law resources helpful:

Disclaimer: This article provides general guidance only and does not constitute legal advice. For tailored advice on your specific circumstances, please contact us directly.

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