Telework is a flexible work arrangement that allows full-time or part-time employees to work from a remote location outside a centralized office. Employees use telecommunication tools to collaborate, stay connected, and be productive even when working in different locations or time zones.
The term “telework” is often used interchangeably with “remote work ,” but there are some important differences. Telework is typically associated with a more formal, structured arrangement, like government work. Data security, equipment, scheduling, and compliance all come into play when creating telework policies.
Telework isn’t an occasional work-from-home day. It’s intentional, planned, and a model for a productive, efficient way of working.
Telework vs. remote work: What’s the difference?
People often use the terms interchangeably, and in casual settings, that’s fine. But in more formal contexts related to human resources, regulated industries, and distributed teams, the distinction between remote and telework matters.
Telework says, “You have an office, you just don’t always have to be there.”
Remote work says, “The office is optional, or might not even exist.”
This distinction becomes especially important when it comes to:
- Tax obligations
- Labor laws
- Data security
- Equipment ownership
- Benefits eligibility
A teleworker in Kansas working from home two days a week is very different—legally and operationally—from a remote employee working from Portugal for a U.S.-based company.
The job may be the same, but the policies and paperwork are very different.
| Feature | Telework | Remote work |
| Policy structure | Often part of a structured, telework policy | Typically, more informal and flexible |
| Location | Alternate location, usually within the same region or country | Anywhere, including other countries and regions |
| Office | Pre-determined location, whether at home or an alternate site. | No formal office required |
| Eligibility | May be restricted based on role or tenure | Often open to distributed roles |
| Usage | Common in public sector, government, or enterprise organizations | Common in tech/startups |
| Compliance | May be limited to specific jurisdictions or locations | May involve several jurisdictions across the globe |
Key components of telework
Telework is built on a few key components, and when those pieces are in place, it can be beneficial for both your business and employees.
1. Location flexibility
Employees work from locations other than a centralized office, such as a home office, co-working space, or satellite location, while remaining accessible during designated work hours.
2. Technology infrastructure
Telework depends on employees having reliable, secure access to:
- Internet connectivity
- Company-approved devices (laptop, VPN)
- Communication platforms (email, Zoom, Slack)
- Cloud-based collaboration tools (project management, CRM, HRIS)
For global companies, telework is inseparable from the platforms that make work visible and accessible across locations. If systems are clunky and outdated, telework becomes more challenging.
Reliable technology infrastructure doesn’t just enable work; it reduces inefficiencies and improves productivity.
3. Defined employer expectations
Telework works because companies set formal policies to govern how it works. Successful programs usually spell out:
- Eligibility criteria for telework roles
- Expected work schedules and availability
- Expectations for communication and responsiveness
- Data privacy and security
- Performance measurement and reporting
- Equipment and expense reimbursement
Why telework matters
Telework matters for deeper reasons than just convenience. When done well, it can be a massive benefit for both employees and employers. Here’s why it matters:
- Improves flexibility and work-life balance. Research shows that telework helps people balance their personal and professional lives, which leads to more productivity and higher retention rates.
- Supports business continuity. Telework policies can help keep your business resilient. Natural disasters, public health crises, and infrastructure failures are less urgent and costly when you have telework policies in place.
- Reduces overhead costs and environmental impact. Telework helps reduce the need for physical office space, utilities, and supplies, which saves your company money. It also supports a more sustainable work model that reduces emissions and energy use.
- Expands the talent pool. When work isn’t tied to a central office, hiring changes. Instead of hiring for proximity, you can hire for skill, which ultimately benefits your organization.
FAQ
Is telework the same as working from home?
Telework can include working from home, but typically refers to a formal arrangement between employees and their employer, which allows employees to work in a space other than a central office.
How is telework regulated?
Depending on the industry and location, telework may need to comply with specific security, labor, or health and safety regulations.
Can teleworkers work from another country?
Sometimes, teleworkers can work in other countries, but it typically refers to working within the same jurisdiction as the employer. Employers usually require teleworkers to get approval to work internationally, as it can trigger immigration, tax, payroll, and labor law requirements.
What types of jobs are eligible for telework?
Roles that don’t require a physical presence , like customer service, software development, marketing, HR, or administrative work, may be suitable for telework.
Is telework permanent or temporary?
Telework can be either. Some employees have a permanent telework agreement, while others telework occasionally or during emergencies (e.g., natural disasters, pandemics).
The office hasn’t gone anywhere—it’s evolved.
Telework doesn’t mean the end of the office–it redefines what an office is. With telework, the office becomes a collaborative space that transcends walls and even borders. It improves employee work-life balance, and plays a vital role in shaping modern workforce strategies—especially for organizations balancing flexibility with compliance.
Like any other form of work, a reliable structure built on employer policies, communication, and digital tools is needed to keep business moving.
That’s where Pebl comes in. Our HR experts across the globe can help you figure out if telework or remote work is the right choice for your team—and we can give you the tools you need to succeed, from integrated global payroll to world-class support in 185+ countries worldwide .
Telework is here to stay, so make sure you’re ready for it. Contact us to streamline your telework policies, ensure compliance, and start hiring the best talent, no matter where they live.
Disclaimer: This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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