General

As there is no obligation to permit remote work at all, the agency may set whatever parameters it wishes as to the locations in which remote work may be performed. As with telework, the agency may establish standards that must be met with respect to equipment and security of agency documents. The location will also have implications for certain location-based pay entitlements (i.e., locality payments, special rate supplements, and non-foreign area cost-of-living allowances) that are based on the location of the employee’s official worksite. Agencies considering remote work arrangements, especially remote work that occurs outside the local commuting area of the agency worksite, must also take into consideration how often the agency will want the employee to physically visit the agency worksite. If the remote worker resides within the local commuting area of the agency worksite, then TDY and relocation benefits will not apply. However, the agency could adopt a policy concerning reimbursement for local travel costs. If an employee’s position of record is located outside of the local commuting area of the agency worksite, then reimbursement will apply each time the employee needs to travel back to the office in person.

While agencies are not generally required to cover relocation expenses for employee-driven requests to work remotely on a full-time basis, relocation reimbursement may apply if the agency chooses to relocate the employee back to the agency worksite. Agencies are advised to cover this topic in the remote work agreement, especially if the arrangement was initiated at the employee’s request. For example, the agency could specify that relocation will be at the employee’s expense if the relocation is the result of a deterioration in the employee’s performance. These provisions will vary among agencies, according to specific guidance, allowances, and restrictions.

For policy guidance related to travel and relocation benefits, contact GSA.