Remote Work, Hybrid Work & BYOD Template Package 2026 – Word/PDF

Remote Work, Hybrid Work & BYOD Template Package 2026

A complete template package for Swedish employers who want to regulate remote work, hybrid work, and the use of private equipment in a clear and professional manner. The package includes a separate remote work agreement, BYOD agreement, remote and hybrid policy, as well as a checklist/risk assessment. All documents are provided in both Word (DOCX) and PDF format.

The template package was legally reviewed as of October 2, 2026, and takes into account work environment liability, working hours, the Employment Protection Act's (LAS) information rules, the Co-determination Act (MBL), GDPR, information security, and the Swedish Tax Agency's rules regarding work tools and expense reimbursements.

Included – 8 files

• Remote work agreement / hybrid work 2026 – Word + PDF
• BYOD agreement 2026 – Word + PDF
• Remote & hybrid policy 2026 – Word + PDF
• Checklist & risk assessment for remote work and BYOD – Word + PDF

Remote work agreement 2026

The separate supplementary agreement regulates, among other things:

• remote workplace and scope
• standard remote days and planning
• working hours, availability, breaks, and overtime
• work environment, ergonomics, and employee participation
• equipment, costs, and liability
• information security and confidentiality
• personal data, logging, and proportionate control
• illness, incidents, and work-related ill health
• validity, review, and amendments
• appendix for work environment and equipment

Work environment liability also applies at home

The Swedish Work Environment Authority's rules on systematic work environment management also apply when work is performed remotely, for example in the employee's home. The employer retains responsibility for the work environment and needs to manage, among other things, ergonomics, screen work, variation, recovery, workload, and organizational/social risks.

However, the template does not give the employer any general right to enter the employee's home. If a home visit is necessary for work environment purposes, it must be handled through a specific agreement.

BYOD agreement – private computer, phone, or tablet

The BYOD section regulates the use of private equipment at work and includes, among other things:

• approved devices and permitted work applications
• minimum requirements for operating systems, updates, screen locks, and encryption
• MFA, antivirus/EDR, and backup
• separation between work data and private data
• MDM, work profile, and technical administration
• what information the employer is and is not allowed to see
• logging and control in accordance with GDPR
• loss, theft, and information security incidents
• selective wiping of work data
• support, costs, wear and tear, and termination of BYOD
• appendix for approved apps, data categories, and cloud services

GDPR and control of employees

The employer is responsible for ensuring that personal data is processed legally even when work takes place at home or on private equipment. The package therefore contains clear limitations on control and monitoring. Security logging and follow-up must be factually justified, transparent, and proportionate. The agreements do not grant the employer general access to private files, private messages, or other private communication.

Remote and hybrid policy

The separate policy helps the employer create a uniform internal structure for, among other things:

• who is allowed to work remotely
• standard scope and approval
• work from another location or abroad
• planning, meetings, and availability
• work environment and risk assessment
• IT security and personal data
• BYOD
• equipment and costs
• follow-up without unnecessary individual monitoring
• MBL, collective agreements, and division of responsibilities

Checklist & risk assessment

The package also contains a practical risk assessment for employers and managers. It covers, among other things, ergonomics, display screens, lighting, noise, OSH (organizational and social health), social work environment, working hours, confidentiality, network, device security, BYOD, personal data, and incident management.

Workplace and the Employment Protection Act (LAS)

LAS requires written information regarding terms that are of essential importance to the employment, including the workplace or how the workplace is determined. If such details change, the employer must normally provide written information about the change by the time it takes effect. The remote work agreement can be used as part of that documentation.

MBL and collective agreements

If the employer is bound by a collective agreement, major changes to the business or work and employment conditions may entail a negotiation obligation under the Co-determination Act (MBL). The package therefore contains clear reminders to check collective agreements and MBL before a major remote work setup is introduced or changed.

Equipment and tax rules

The Swedish Tax Agency distinguishes between work tools provided by the employer and cash reimbursement for items that the employee purchases themselves. The package therefore describes costs and reimbursements cautiously and leaves open fields for the company's actual model, instead of claiming that reimbursement is always tax-exempt.

Who is this package for?

• companies with recurring hybrid work
• employers who allow work from home
• companies that allow private computers, phones, or tablets
• HR, CEOs, and managers who want to standardize remote work rules
• companies that need to combine work environment, GDPR, and information security

Legal basis

The template package has been developed taking into account, among other things:

• Work Environment Act (1977:1160)
• AFS 2023:1 on systematic work environment management
• Employment Protection Act (1982:80), especially sections 6 c and 6 e
• Working Hours Act (1982:673)
• Co-determination at Work Act (1976:580), especially section 11
• General Data Protection Regulation (EU) 2016/679
• Trade Secrets Act (2018:558)
• current tax rules regarding work tools and expense reimbursements

Note

The templates are general document drafts and must be adapted to the company's actual operations, collective agreements, employment contracts, IT environment, insurance, and work environment risks. Work from abroad can lead to specific questions regarding tax, social security, labor law, and information security and should not be permitted routinely without a separate assessment.

Format: Word (DOCX) + PDF
Language: Swedish
Jurisdiction: Sweden / EU
Number of files: 8
Version: 1.0 – 2026-10-02