Free Remote Work Checklist: Home Office Setup and Security Checklist, Remote and Hybrid Work Agreement, and a Weekly Remote Check-In (PDF, Word, Excel)

What is on the page

Workspace and ergonomics

A dedicated space, a proper chair, the screen at eye level and an external keyboard. Most remote work aches come from working on a laptop at the kitchen table.

Security

Home router password changed, updates on, encrypted laptop with screen lock, VPN or secure access, MFA, and no work files on personal devices.

Arrangement and location

Remote, hybrid or trial, the days, and the work address. The state or country matters for payroll taxes and employment law.

Core hours and response time

When the person is reliably available and how quickly they reply, which matters more than total hours.

Weekly check-in

Priorities, daily progress, blockers, wins and availability, written in ten minutes on Friday and read by the manager before Monday.

Setting up a home office properly

Go through the setup checklist with every new remote employee and once a year with everyone. The ergonomics matter more than they seem: a screen at eye level, a seperate keyboard and mouse, and a supportive chair prevent most of the neck, back and wrist problems remote workers develop. Check that internet is fast enough for video calls and that there's a fallback such as a phone hotspot. Many companies provide a monitor, headset and chair, or a one-off allowance. Record the equipment on the IT asset inventory so it comes back when the person leaves.

Security at home

A home network is shared with family devices, smart TVs and guests, so the work laptop needs to protect itself. The essentials: change the router's default passwords and keep it updated, use the company VPN or secure access tools, turn on full-disk encryption and a short screen lock, use multi-factor sign-in everywhere, and keep work files off personal computers and phones. Paper documents with customer or employee data should be locked away and shredded, not put in household recycling. Watch out for screen sharing on video calls and for family members seeing confidential information.

Remote work agreements

An agreement avoids misunderstandings later. Write down the days, the location, the core hours, how quickly the person will respond, what equipment and expenses the company covers, office visits expected, and how and when the arrangement will be reviewed. Location matters: an employee working from another state usually triggers that state's payroll tax and employment rules, and working from another country is more complicated still, so require notice before a move. Some US states, such as California and Illinois, require employers to reimburse necessary work expenses which can include part of a home internet or phone bill. Non-exempt remote employees still need accurate time records on a timesheet. This template isn't legal advice.

Staying connected

Remote teams lose the casual updates that happen in an office. A short written weekly check-in brings them back: priorities, what got done, where the person is stuck, and how they're doing. Keep it short, ask for it on Friday, and respond to it; an update nobody reads stops being written. Pair it with a regular one-to-one call and a team meeting. For teams across time zones, use the time zone meeting planner to find fair meeting times.

Editing the files

The PDFs are fillable, and the agreement is fully editable in Word so you can add your own policy terms. The weekly check-in works as a fillable PDF that people complete and email, or as an Excel sheet copied each week.

Questions

What should be on a remote work checklist?

A suitable workspace and ergonomics, company equipment, reliable internet with a backup, home network and device security, communication tools and core hours, and working-time boundaries.

What should a remote work agreement include?

Remote or hybrid days, work location, core hours and response times, equipment, expenses, data security responsibilities, performance expectations, a review period and signatures.

Do employers have to pay for remote workers' internet?

Federal law doesn't generally require it, but some states, such as California and Illinois, require reimbursement of necessary work expenses. Check your state.

Does it matter which state a remote employee works in?

Yes. The work location usually decides which state's payroll taxes and employment laws apply.

How do managers keep track of remote employees?

Clear weekly priorities, a short written check-in, regular one-to-ones and judging by results rather than hours online.