Telework vs. remote work: What is the difference?

Employees worldwide increasingly embrace work models that offer greater autonomy in managing their schedules. Companies are experimenting with flexible working arrangements to find the best fit for their needs, focusing on options like remote and telework.

Join us as we explore the concept of telework, clarify the differences between remote and telework, and discuss how the rise of remote work has opened doors to global hiring opportunities. 

What is telework?

Telework is a flexible working model that allows employees to perform their job duties from locations outside of their central workplace. Teleworkers may work from home, in a coworking space, in the company's branch offices, or even in coffee shops. Essentially, telework can occur at any location geographically accessible to the employee's company, as some teleworkers may be required to come into the office occasionally.  

The benefits of telework are: 

• Increased flexibility: Teleworkers may be allowed flexible working hours (part-time or full-time arrangements) in addition to working from a location other than their office, which allows for more flexible work routines tailored to individual needs.
• Increased productivity: Teleworking may enhance productivity by minimizing workplace distractions and allowing employees to choose or create a work environment that best suits them.
• Improved work-life balance: Teleworkers who are not tied to fixed working hours or working locations may have more flexibility in managing personal and private responsibilities. 

Telework is often referred to as telecommuting. Some people consider them synonyms, while others define telework as a broader term explaining working remotely from various locations outside the office to gain more flexibility. Telecommuting is a work arrangement that allows employees to work from home to avoid commuting. 

What is remote work?

Remote work is another flexible working model that allows employees to work from anywhere in the world. The only requirement is a good internet connection. 

Remote workers enjoy greater flexibility as they can choose their work location and determine their own schedules for completing daily, weekly, or monthly tasks. 

Remote work is ideal for people who want to devote more attention to other commitments, such as studying, spending more time with family and kids, or traveling. 

In comparing telecommute vs remote work, telecommute is mainly a work-from-home arrangement to avoid commuting to work, whereas remote work is a work from anywhere variant that imposes no limits on choosing a work location. 

What is the difference between remote and telework?

The terms remote and telework are often used interchangeably, though they differ. When explaining what telework vs. remote work is, the key differences are as follows: 

Location flexibility

While teleworkers may work remotely from locations other than their central office, they should still be close to the company’s location. On the other hand, remote workers are not required to work near their central office; they can work from anywhere worldwide. 

Level of office engagement

Depending on the working arrangements, teleworkers may be allowed to do their jobs from locations outside of their workplace part-time or full-time (the latter is also known as hybrid work). However, even those who primarily work outside the office may be asked to occasionally come to the office for meetings or to complete specific tasks.

In contrast, remote workers typically don't have to come to the office at all. All aspects of their employment, from recruiting and onboarding to termination, can be managed online. Most remote workers are not required to meet with their colleagues or superiors in person as they regularly communicate through virtual channels. 

Contractual and organizational expectations

Contractual expectations: teleworkers may be asked to agree on specific terms of employment, such as the number of days they will work outside of the office and whether they will have to work regular working hours regardless of the location. If not, it may be specified what part of the day an employer will expect them to be available for meetings or check-ins.

Managing a remote team can be challenging as employees are not required to come to the office. That, however, can be bypassed with a contract covering all the aspects of employment, including:

• Place and hours of work
• Job description and responsibilities
• Performance metrics and evaluation
• Compensation and benefits
• Guidelines on data and device security and confidentiality
• Technology and equipment requirements
• Termination terms and procedures

Organizational expectations: Employers may set telework-specific policies with guidelines concerning equipment usage, working hours, and data security. Remote workers enjoy greater autonomy in this context, except that companies may emphasize the importance of communication tools and technology to ensure seamless collaboration. 

The communication piece is a critical consideration for both working models. While teleworkers may be expected to engage in synchronous communication, companies with a predominately remote workforce support asynchronous communications due to the different time zones and work schedules. 

So, is telework the same as remote in any way? Yes, they are both flexible work arrangements that allow employees to work from outside the office, but to a different extent.

Which is best, telework or remote working?

Both working models have pros and cons. Which one is better depends on employees' preferences, career aspirations, and employers' business needs. 

Pros and cons of telework: 

Telework is for employees who are more productive when working outside the office or want to better organize their personal and professional commitments. This working model allows them to gain more flexibility in their day-to-day lives, although they might be asked to work regular hours or come to the office from time to time. Teleworking, however, can blur the boundaries between personal and professional life.

Telework can benefit employers by increasing employee satisfaction and productivity, as it allows them to work in an environment that better suits their working style; however, as employees are required to come to the office occasionally, that enables employers to maintain an in-office culture and organize in-person check-ins with teleworkers when necessary. 

On the other hand, teleworking may present an additional cost for employers as they have to keep the equipment and resources for teleworkers when they come to the office. Another challenge is effectively managing onsite and offsite employees. 

Pros and cons of remote work: 

Remote work creates travel and relocation opportunities—particularly popular among digital nomads—allowing employees to do their jobs anywhere in the world. It also frees them from commuting, eliminating commute-related stress and costs. Finally, a remote job provides greater autonomy, enabling employees to self-manage their working schedules. 

The downsides include a sense of disconnection and isolation, as remote employees don't engage in face-to-face interactions with colleagues. Remote work can make it challenging to separate personal and professional life and may sometimes make career progression more difficult. 

Employers can benefit from remote work in various ways. First, remote work has expanded hiring opportunities, enabling employers to search for top performers beyond their location. Remote work also minimizes operating expenses, as employers don't need to provide office space and equipment for remote workers. Finally, remote work can increase employee satisfaction, thus reducing turnover.  

Aside from its advantages, remote work can create communication problems due to the lack of in-person interaction, make it challenging to manage data security, and limit employers' ability to evaluate employees' performance in real time. 

How to manage telework and remote workers: 3 tips

Remote and telework workforces differ from one company to another. Still, companies should take these three tips into consideration to improve employee management efficiency. 

Ensure compliance with employment laws

Staying compliant with labor and employment laws is critical for companies to prevent legal issues, maintain a positive workspace culture, and enhance their company image. Both remote and onsite employers must be familiar with wage and hour laws, health and safety requirements, and overtime regulations. 

These may differ between states or countries, making it challenging for employers who allow remote work or teleworking as they must ensure compliance in various locations. Staying informed by regularly reviewing policies helps employers ensure compliance and avoid legal risks.  

Make sure to classify your workers correctly

Proper employee classification helps employers pay everyone adequately and provide appropriate benefits. Misclassification, such as classifying an individual contractor as an employee, can disrupt workplace morale and cause legal disputes. 

Employers must keep track of job classification rules as these may differ from one region to another. Clear and detailed job descriptions and regular audits of employee classifications ensure compliance with current regulations, promoting a fair and transparent workspace. 

Automate attendance and time tracking

Automated time tracking and attendance streamline managing remote teams and teleworkers while minimizing payroll errors. By leveraging time and attendance tools, employers can keep track of employees' working hours, breaks, and overtime, ensuring adequate pay and compliance with hour laws. These tools also free HR teams from manual record-keeping, enabling them to focus on higher-value tasks.

Remote work: A gateway to global hiring

Remote work eliminates territorial constraints, giving companies access to the global talent pool. Hiring anywhere helps employers find skilled professionals, sometimes in countries with lower labor costs. 

When approached strategically, global hiring can create opportunities for improving team quality. International team members bring expertise, localized insights, and fresh perspectives, strengthening the company's position in the market.

Easily manage remote employees with Rippling

A comprehensive, single-system solution for HR, payroll, spend, and IT, Rippling offers support to businesses of all sizes worldwide. Rippling's integrated HCM removes barriers between crucial HR functions, including payroll, benefits management, headcount planning, and learning management, for a seamless experience.

Hire and manage your remote and teleworkers by leveraging Rippling's remote team management features, including state and local tax registration, digital onboarding, and app and device management.

With Rippling, you also get: 

• Access to top-notch benefits plans with below-average, predictable renewal rates
• Automatic flagging for potential federal, state, and local compliance infractions, along with recommended action plans 
• Automated processes, including ACA and COBRA administration, anti-harassment training, and distributing digital labor law posters to your employees
• Access to hundreds of comprehensive HR resources, guides, and templates

Telework vs. remote work FAQs

What is considered telework?

Telework is a working model that enables employees to work outside of their company's office, whether at home, in coworking spaces, or in coffee shops. Employees only need to work from a location close to their central office because they could be asked to work from the office when needed. 

Is working from home called remote work?

Yes, working from home is generally referred to as remote work. However, telework and telecommuting are also working arrangements where employees can work from home. 

How do you manage a remote workforce?

Building a remote work-appropriate tech stack, setting clear expectations, fostering an inclusive virtual company culture, and organizing regular check-ins are among the key steps to managing a remote workforce successfully.

This blog is based on information available to Rippling as of October 29, 2024.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.