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  • Writer's pictureKrista Wise

Memo RE: Employee Telecommuting

With many companies moving employees to remote working arrangements, communication is key. This memo can be adapted for the needs of your company and was provided by SHRM.


Due to the current COVID-19 (coronavirus) outbreak, many employees are inquiring about the ability to work from home. [Company name] is implementing voluntary temporary telecommuting arrangements for employees whose job duties are conducive to working from home but who do not regularly telecommute. However, there are some positions at [Company name] that require the employee to be physically present in the workplace. These employees are defined as essential personnel.

Essential personnel include the following positions:

[Insert position titles]

Essential personnel are expected to report to work as scheduled unless otherwise notified. Regular leave policies and procedures should be followed for employees who are unable to report to work.

Positions approved to work from home temporarily include the following:

[Insert position titles]

Additional positions may be considered on a case-by-case basis.

These arrangements are expected to be short term, and [Company name] will continue to monitor guidance from health officials and the need for remote work arrangements. Employees should not assume any specified period of time for telework, and [Company name] may require employees to return to regular, in-office work at any time.

Should the current health crisis warrant, [Company name] may require all employees, with the exception of essential personnel, to work from home. Employees should be proactive with department managers in preparing for these circumstances to ensure employees have the resources necessary to work remotely.


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