Despite new and emerging telework technologies, the basics for a good, remote and hybrid work policy are the same as any other policy.
M. Beth Valentine, Ph.D.
Compliance & Education Manager, University of North Dakota; Research and Member Resources Chair, American Association for Access, Equity, and Diversity
Regardless of whether you view it as an unfortunate pandemic hold-over or the best thing since sliced bread, remote and hybrid work is here to stay. Approximately 21.5% to 23.7% of the total workforce teleworked during the first six months of 2025 (U.S. Bureau of Labor Statistics). For many, remote/hybrid work is what enables them to stay employed in the labor market – or even join the market in the first place. Of the significant increase in employment rate since 2019 for individuals with physical disabilities, 68% to 85% of the increase can be explained by the increase in work from home (NBER, “Work from Home and Disability Employment,” 2). According to a 2023 McKinsey & Company survey, 38% of women with young children would quit or reduce their working hours without flexible workplace options. Looking to the workforce as a whole, nearly half of all current remote workers in a 2025 survey are unlikely to continue working for their employer if remote work were discontinued (Pew Research Center).
Given this reality – and the fact that many companies introduced remote work during the pandemic – companies should regularly review their telework policies. Despite new and emerging telework technologies, the basics for a good, remote/hybrid policy are the same as any other policy.
First, the policy must be readily available to employees in an accessible format. A policy that employees cannot find is unhelpful, and a policy in an inaccessible format is a liability. Specific legal standards may apply depending on which laws an employer is subject to. However, as best practice digital content related to any policy should be WCAG 2.1 AA compliant.
Second, the policy should set clear expectations to foster nondiscriminatory personnel actions. Given the high percentage of workers who prefer flexible work arrangements, employers should treat remote/hybrid work decisions like any other personnel decision subject to relevant non-discrimination laws. Thus, a good policy will clearly establish objective and neutral criteria for when remote work is permitted. Within this policy, employers should also remind their employees of relevant accommodation policies – whether that accommodation be related to disability status, religious belief, pregnancy/pregnancy-related condition, or any other accommodation required by state or federal law.
Third, employers must avoid stereotypes when writing, applying, or promoting a remote work policy as such stereotypes are often illegal and misinformed. While work from home led to an increase in individuals with disabilities participating in the workforce, the Bureau of Labor Statistics indicates that the percentage of telework is similar for individuals regardless of disability status. Similarly, the benefit of flexible work is often associated with primary caregivers, who in turn are often gendered as women; yet, in 2023 a higher percentage of men than women worked remote (Forbes). Having a preconceived notion of the “remote employee” may not only deny others the option of remote/hybrid work but also deny those who prefer on-site work the opportunity to be in the office. Regardless of how benevolent the motive, persistent messaging to work remotely targeted at certain groups may create an inaccessible work environment by pressuring those groups out of the office. Flexible workplace policies should thus be written with everyone in mind and be promoted equally.
Fourth, remember you aren’t alone. Professional networks such as the American Association for Access, Equity, and Diversity (AAAED) can provide a wealth of information and, more importantly, a group of professionals with a wealth of experience. No matter what stage of your policy development, organizations like AAAED are a critical resource.
Remote work is here to stay; let’s make sure our remote work policies can stand the test of time as well.
