{"product_id":"distansarbete-hybridarbete-byod-mallpaket-2026","title":"Remote Work, Hybrid Work \u0026 BYOD Template Package 2026 – Word\/PDF","description":"\n\u003ch2\u003eRemote Work, Hybrid Work \u0026amp; BYOD Template Package 2026\u003c\/h2\u003e\n\u003cp\u003e\u003cstrong\u003eA 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.\u003c\/strong\u003e 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.\u003c\/p\u003e\n\n\u003cp\u003eThe template package was legally reviewed as of \u003cstrong\u003eOctober 2, 2026\u003c\/strong\u003e, 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.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded – 8 files\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003eRemote work agreement \/ hybrid work 2026 – Word + PDF\u003c\/li\u003e\n\n\u003cli\u003eBYOD agreement 2026 – Word + PDF\u003c\/li\u003e\n\n\u003cli\u003eRemote \u0026amp; hybrid policy 2026 – Word + PDF\u003c\/li\u003e\n\n\u003cli\u003eChecklist \u0026amp; risk assessment for remote work and BYOD – Word + PDF\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eRemote work agreement 2026\u003c\/h3\u003e\n\u003cp\u003eThe separate supplementary agreement regulates, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eremote workplace and scope\u003c\/li\u003e\n\n\u003cli\u003estandard remote days and planning\u003c\/li\u003e\n\n\u003cli\u003eworking hours, availability, breaks, and overtime\u003c\/li\u003e\n\n\u003cli\u003ework environment, ergonomics, and employee participation\u003c\/li\u003e\n\n\u003cli\u003eequipment, costs, and liability\u003c\/li\u003e\n\n\u003cli\u003einformation security and confidentiality\u003c\/li\u003e\n\n\u003cli\u003epersonal data, logging, and proportionate control\u003c\/li\u003e\n\n\u003cli\u003eillness, incidents, and work-related ill health\u003c\/li\u003e\n\n\u003cli\u003evalidity, review, and amendments\u003c\/li\u003e\n\n\u003cli\u003eappendix for work environment and equipment\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWork environment liability also applies at home\u003c\/h3\u003e\n\u003cp\u003eThe 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.\u003c\/p\u003e\n\n\u003cp\u003eHowever, 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.\u003c\/p\u003e\n\n\u003ch3\u003eBYOD agreement – private computer, phone, or tablet\u003c\/h3\u003e\n\u003cp\u003eThe BYOD section regulates the use of private equipment at work and includes, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eapproved devices and permitted work applications\u003c\/li\u003e\n\n\u003cli\u003eminimum requirements for operating systems, updates, screen locks, and encryption\u003c\/li\u003e\n\n\u003cli\u003eMFA, antivirus\/EDR, and backup\u003c\/li\u003e\n\n\u003cli\u003eseparation between work data and private data\u003c\/li\u003e\n\n\u003cli\u003eMDM, work profile, and technical administration\u003c\/li\u003e\n\n\u003cli\u003ewhat information the employer is and is not allowed to see\u003c\/li\u003e\n\n\u003cli\u003elogging and control in accordance with GDPR\u003c\/li\u003e\n\n\u003cli\u003eloss, theft, and information security incidents\u003c\/li\u003e\n\n\u003cli\u003eselective wiping of work data\u003c\/li\u003e\n\n\u003cli\u003esupport, costs, wear and tear, and termination of BYOD\u003c\/li\u003e\n\n\u003cli\u003eappendix for approved apps, data categories, and cloud services\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eGDPR and control of employees\u003c\/h3\u003e\n\u003cp\u003eThe 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.\u003c\/p\u003e\n\n\u003ch3\u003eRemote and hybrid policy\u003c\/h3\u003e\n\u003cp\u003eThe separate policy helps the employer create a uniform internal structure for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewho is allowed to work remotely\u003c\/li\u003e\n\n\u003cli\u003estandard scope and approval\u003c\/li\u003e\n\n\u003cli\u003ework from another location or abroad\u003c\/li\u003e\n\n\u003cli\u003eplanning, meetings, and availability\u003c\/li\u003e\n\n\u003cli\u003ework environment and risk assessment\u003c\/li\u003e\n\n\u003cli\u003eIT security and personal data\u003c\/li\u003e\n\n\u003cli\u003eBYOD\u003c\/li\u003e\n\n\u003cli\u003eequipment and costs\u003c\/li\u003e\n\n\u003cli\u003efollow-up without unnecessary individual monitoring\u003c\/li\u003e\n\n\u003cli\u003eMBL, collective agreements, and division of responsibilities\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eChecklist \u0026amp; risk assessment\u003c\/h3\u003e\n\u003cp\u003eThe 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.\u003c\/p\u003e\n\n\u003ch3\u003eWorkplace and the Employment Protection Act (LAS)\u003c\/h3\u003e\n\u003cp\u003eLAS 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.\u003c\/p\u003e\n\n\u003ch3\u003eMBL and collective agreements\u003c\/h3\u003e\n\u003cp\u003eIf 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.\u003c\/p\u003e\n\n\u003ch3\u003eEquipment and tax rules\u003c\/h3\u003e\n\u003cp\u003eThe 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.\u003c\/p\u003e\n\n\u003ch3\u003eWho is this package for?\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003ecompanies with recurring hybrid work\u003c\/li\u003e\n\n\u003cli\u003eemployers who allow work from home\u003c\/li\u003e\n\n\u003cli\u003ecompanies that allow private computers, phones, or tablets\u003c\/li\u003e\n\n\u003cli\u003eHR, CEOs, and managers who want to standardize remote work rules\u003c\/li\u003e\n\n\u003cli\u003ecompanies that need to combine work environment, GDPR, and information security\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eLegal basis\u003c\/h3\u003e\n\u003cp\u003eThe template package has been developed taking into account, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eWork Environment Act (1977:1160)\u003c\/li\u003e\n\n\u003cli\u003eAFS 2023:1 on systematic work environment management\u003c\/li\u003e\n\n\u003cli\u003eEmployment Protection Act (1982:80), especially sections 6 c and 6 e\u003c\/li\u003e\n\n\u003cli\u003eWorking Hours Act (1982:673)\u003c\/li\u003e\n\n\u003cli\u003eCo-determination at Work Act (1976:580), especially section 11\u003c\/li\u003e\n\n\u003cli\u003eGeneral Data Protection Regulation (EU) 2016\/679\u003c\/li\u003e\n\n\u003cli\u003eTrade Secrets Act (2018:558)\u003c\/li\u003e\n\n\u003cli\u003ecurrent tax rules regarding work tools and expense reimbursements\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eNote\u003c\/h3\u003e\n\u003cp\u003eThe 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.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e Word (DOCX) + PDF\u003cbr\u003e\n\u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish\u003cbr\u003e\n\u003cstrong\u003eJurisdiction:\u003c\/strong\u003e Sweden \/ EU\u003cbr\u003e\n\u003cstrong\u003eNumber of files:\u003c\/strong\u003e 8\u003cbr\u003e\n\u003cstrong\u003eVersion:\u003c\/strong\u003e 1.0 – 2026-10-02\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55580843966806,"sku":"DISTANS-BYOD-2026","price":249.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/distansarbete-hybridarbete-byod-mallpaket-2026.png?v=1790969983","url":"https:\/\/mallbutiken.se\/en\/products\/distansarbete-hybridarbete-byod-mallpaket-2026","provider":"Mallbutiken","version":"1.0","type":"link"}