Joint Statement of the EU Telecom Social Partners
on Remote WorkThe European telecom social partners have developed guidelines on remote work based onbest practice, which include recommendations on how to implement remote working
arrangements for the benefit of employers and employees.
The guidelines define remote work as a form of work organisation that allows workers toperform their work during agreed working hours at a location agreed between the employer
and the worker or chosen by the worker outside the normal workplace/office, including hybrid
working arrangements.
We, the social partners of the telecommunications sector, emphasize the importance ofmaintaining social dialogue, collective bargaining and collective trade union rights in a remote
work context. We also stress the importance of ensuring that remote workers have equal
access to trade union information, and we commit to a good flow of communication between
remote workers and trade unions.
In addition, the Guidelines emphasize the need to maintain equivalent employment rights andconditions for remote workers as for workers on the employer's premises and to ensure that
remote work does not result in a change in employment status.
The document covers a range of issues related to remote work, including working conditions,data protection and privacy, equipment and resources, training and digital competencedevelopment, and equal opportunities.
The social partners have identified best practices that focus on occupational health and safety
at work, work-life balance, and working hours for remote workers. In addition to relevant
national legislation, collective agreements should include guidelines for ensuring the wellbeing of remote workers, including high-quality work arrangements, ergonomics, and violencefree workplaces. Employers, with the agreement of unions and worker representatives, must
provide clear and detailed remote working information, conduct a health and safetyassessment, and regularly monitor and update plans. Remote workers should have theopportunity to communicate with colleagues and participate in employer events to promote
their mental wellbeing and engagement.
We recommend employers and employees ensure remote workers have the same access toresources and training opportunities as their colleagues in the office. This includes providing
the equipment needed for remote work and offering training that specifically addresses remotework, cybersecurity, and other technical aspects/equipment needed for remote workers toperform adequately.
We also emphasize the importance of ensuring that remote work is gender neutral and open
to all. To achieve this, the social partners recommend that the assessment of jobs that can beperformed remotely should cover all areas of activity, and that surveys should be carried out
among remote workers to measure the impact of this model of work organization has on
employee' work-life balance. In addition, the document recommends that companies respect
the representation of women and men in areas and departments where there is a quota to be
filled by remote workers.

Overall, we believe that remote work should be considered an equally valuable form of workand that it respects diversity. We recommend that remote work be included in a broader
debate about the evolution of workplace culture, social norms, and expectations.
The guidelines also suggest that employers, trade unions, and employee representatives
should develop and agree on a list of minimum requirements/conditions for remote workers
and conduct feasibility studies to ensure that remote workers have adequate infrastructure,services, and workspace to perform their tasks and stay in regular contact with each other.
In addition, we recognize that remote work and hybrid forms of work will evolve in line withtechnological innovation and emphasize the importance of effective social dialog toaccompany the development of the new world of work.
As social partners, we commit to promoting this Joint Declaration and the Guidelines on
Remote Work among relevant industry stakeholders and ask the European Commission totranslate them into all EU languages to facilitate their dissemination, visibility and adoption atdifferent levels.