Work From Home isn’t interchangeable with Work From Anywhere, and here’s why.

The Work From Home (WFH) model has been a boon to many businesses, especially in the wake of the COVID-19 pandemic. However, in recent years, cases of employees working remotely in places other than their homes, or in places that weren’t previously approved by their employers, have been cropping up.

In 2024, a research scientist who was dismissed by the Bureau of Meteorology lodged an unfair dismissal case with the Fair Work Commission. The BOM denied the allegations, stating the employee lied to his bosses about his location and potentially breached security risks by accessing the IT systems from overseas without permission from the Commonwealth.

The FWC sided with the employer and ruled the dismissal was not an unfair one.

However, it does open up questions about remote work and WFH models for businesses. Do your policies account for the different kinds of remote work, and do your team members know what they can and cannot do when it comes to working remotely? Let’s dive into it together.

Remote work and the risk it carries for businesses

More businesses are expanding their flexibility beyond WFH and embracing Work From Anywhere (WFA).

Employees now seek greater autonomy, choosing to work from different locations like holiday homes, different cities, or even overseas. However, this shift introduces legal, compliance, and operational challenges which require structured policies to ensure efficiency and adherence across jurisdictions.

However, what we’re seeing at the moment is that WFH and WFA are being conflated into one… which introduces legal, compliance, and operational challenges for all.

Why a comprehensive Remote Work Policy matters

The question is: does this difference between models make a difference?

In terms of compliance, it does! Previously, remote work policies primarily focused on WFH arrangements. However, remote work today encompasses a range of models, each with distinct implications for businesses and employees. The most common models are:

• Work from Home (WFH)
  • Employees work entirely from their home location.
• Hybrid Work
  
  • Employees split their time between home and the office.
• Work from Anywhere (WFA)
  • Employees can work from any location, nationally or internationally.
  • May involve travel (e.g., digital nomads) or structured international work arrangements.
• Asynchronous Work
  • Employees work on flexible schedules, without the need to be online at the same time as colleagues.
  • Common in global teams spanning multiple time zones.
• Temporary Remote Work
  • Employees work remotely for a set period (e.g., during renovations, emergencies, or personal circumstances).
  • Can be seasonal (e.g., working from home in winter months).
  • Often seen in conjunction with flexible work arrangements.

The question is: does this difference between models make a difference?

A well-defined remote work policy should address all types of remote work arrangements and not just WFH. It should take into consideration these points:

• Meeting Diverse Employee Needs
  Employees thrive in different environments—whether at home, in co-working spaces, or while traveling. A policy limited to WFH may restrict productivity and engagement.
• Legal & Compliance Considerations
  Different remote models come with varying legal requirements. A clear policy ensures compliance with employment laws, occupational health and safety standards, and tax obligations across different locations.
• Cybersecurity & IT Infrastructure
  Employees working from various locations introduce security risks. A robust policy ensures strong IT protocols, including secure networks, VPNs, and data protection measures. As in the FWC case above, one of the main concerns the BOM had was that their systems were compromised by being accessed on networks that they didn’t approve access to.
• Productivity & Performance Management
  Defining expectations around availability, deliverables, and communication is essential for all remote work setups to ensure accountability and transparency.
• Business Continuity & Operational Efficiency
  Unpredictable events may require sudden transitions between work setups. A flexible remote work policy minimises disruption and ensures seamless operations. 
• Equitable Access to Support & ResourcesEmployees working remotely require different levels of support. A comprehensive policy ensures fairness in access to tools, training, and wellbeing initiatives, regardless of location.

At Now Actually, we specialise in designing tailored HR policies that balance compliance, employee engagement, and business needs. Whether you’re navigating WFH, WFA, or hybrid models, we’re here to help you build a framework that works for your business and your people, ensuring you remain compliant with the law and people-first in your approach. 

Contact us today to develop a remote work strategy that supports both your people and your business.

Future-proofing your remote work strategy

As today’s workforce evolves, it’s no longer enough to have a one-size-fits-all approach when it comes to a remote work policy. A comprehensive remote work policy that’s tailored to your business and the model it falls under can keep your business compliant as well as aligned with the expectations of a modern workforce.