This agreement to work remotely must be made in writing, and must include all the equipment, materials and expenses necessary to be able to do so, the workplace chosen by the worker, the schedule, as well as the means of corporate control of the activity and the duration of the agreement.
The development of telework must be compensated by the company, and in no case must the worker assume the expenses related to the equipment, work tools, or the means linked to the development of their work activity. Collective agreements or agreements may determine the mechanism for establishing and paying the compensation for the corresponding expenses.
The Law distinguishes between remote work (work activity from home or the place chosen by the worker on a regular basis), telework (remote work carried out exclusively or preferably by computer or telematic means and systems), and face-to-face work (that which is provided in the workplace or in a place determined by the company).
People who work remotely will have the same rights as those who work in person, and will not be able to suffer any type of harm from their working conditions, including remuneration, job stability, working hours, training and professional promotion.