What is a Work from home?

Q: Can employees request to work from home in Australia?

Yes. Under the Fair Work Act, all employees with 12+ months service can request flexible work arrangements , including WFH. Employers must genuinely consider requests and can only refuse on reasonable business grounds.

Q: What are employer obligations for WFH employees?

Employers have the same work health and safety duties for WFH employees as office-based staff. This includes providing safe systems of work, appropriate equipment where practicable, and managing psychosocial hazards like isolation and overwork.

Q: Who provides equipment for work from home?

Typically employers provide or contribute to necessary equipment (laptop, monitor, etc.). Some employers provide home office allowances. Tax deductions may apply for employee-purchased equipment - consult ATO guidance on working from home expenses.

Q: How do you manage work from home employees?

Focus on outputs rather than presence. Set clear expectations, maintain regular communication, use appropriate collaboration tools, and trust employees. Engagement and connection require extra attention for remote workers.

Q: What is the difference between WFH and remote work?

WFH specifically means working from home. Remote work is broader - it can include home, co-working spaces, or anywhere outside the central workplace. "Remote-first" companies may not have offices at all.

What is a Work from home?

Updated 29 Jan 2026 • 5 min read

Work from home (WFH) is a flexible work arrangement where employees perform their duties from their home rather than a central workplace. It can be full-time remote, hybrid (combination of home and office), or occasional. WFH has become mainstream following pandemic-era changes to work patterns.

Understanding work from home

WFH has transformed from a rare perk to a mainstream arrangement. Many employees and employers have discovered benefits in reduced commuting, flexibility, and in some cases, productivity gains. However, effective WFH requires intentional practices to maintain connection, collaboration, and wellbeing.

WFH arrangements

Full-time remote: Always home
Hybrid: Mix of home and office
Occasional: Ad-hoc WFH days
Remote-first: Default to remote

Success requirements

Suitable technology
Clear expectations
Regular communication
Trust and accountability

Australian WFH context

Key legal and practical considerations:

Australian WFH framework

Request right: Employees can request WFH under flexible work provisions

Right to disconnect: Protection from after-hours contact applies to WFH

WHS obligations: Employers must ensure safe home work environments

Workers' comp: Applies to WFH employees during work activities

Tax implications: Home office expenses may be tax deductible

Benefits and challenges

Benefits: Reduced commuting, flexibility, potentially improved focus, cost savings, broader talent access
Challenges: Isolation, communication difficulties, work-life boundary blur, collaboration friction, home distractions
Employee experience: Varies significantly - some thrive, others struggle
Role suitability: Some roles suit WFH better than others

WFH isn't always better balance

Without clear boundaries, WFH can worsen work-life balance - work bleeds into evenings and weekends when the office is always accessible. Intentional boundaries and right to disconnect are essential for sustainable WFH.

WFH best practices

For organisations

Clear WFH policy and expectations
Appropriate technology and support
Regular check-ins and connection
Equal treatment for WFH employees

For employees

Dedicated workspace if possible
Clear start and end times
Regular communication with team
Maintain social connection

Common WFH mistakes

Surveillance instead of trust

Excessive monitoring software destroys trust and autonomy. Focus on outputs and results, not constant presence tracking. If you can't trust someone to work from home, that's a management issue.

Ignoring isolation and connection

Remote workers can feel isolated and disconnected. Without intentional effort on connection, culture suffers and employees struggle. Regular non-work interactions and team connection matter.

Same expectations, different context

Expecting identical working patterns from home - back-to-back meetings, immediate responses, constant availability. WFH works best with adapted expectations that leverage flexibility benefits.

Key takeaways

Work from home has become a mainstream arrangement with legal support in Australia. Success requires clear policies, appropriate technology, trust-based management, and attention to connection and wellbeing. WFH can improve balance and productivity, but requires intentional practices to work well.

RosterElf's staff management supports WFH arrangements through cloud-based scheduling, time tracking from any location, and easy team communication.

Frequently asked questions

Can employees request to work from home in Australia?

What are employer obligations for WFH employees?

Who provides equipment for work from home?

How do you manage work from home employees?

What is the difference between WFH and remote work?

Simplify your workforce management.

RosterElf helps Australian businesses manage rosters, track time and attendance, and stay compliant with Fair Work requirements. Try it free for 14 days.

4.8 stars by 1,570 users

• 100+ countries • 30,000+ users