Hybrid working agreement Template (Gibraltar)

Updated on 6 August 2026

A Gibraltar hybrid working agreement records an agreed remote, hybrid, telework, or flexible-work arrangement. It should cover location, schedule, availability, equipment, expenses, information security, health and safety, data handling, review dates, and how the arrangement can change.

This is drafted as a agreed flexible working or remote-work addendum. It supplements the employment contract and handbook; it does not waive statutory employment rights.

1 of 15 blanks filled

Tap any highlighted blank in the document below and type straight into it.Free — no sign-up, no watermark

Choose your version

Work model

Hybrid working agreement

This Agreement is made on between and , employed as .

1. Relationship to Employment Terms

This Agreement supplements the employment contract and workplace policies. It does not reduce minimum statutory rights or approved accommodations.

2. Work Model and Locations

The Employee is approved for hybrid work combining remote work and office attendance.

Approved locations are: . Work from another country, territory, or long-term location requires prior written approval.

3. Schedule and Working Time

Office attendance: . Core hours: . Time recording and attendance rule: .

4. Equipment, Expenses, Safety, and Security

Equipment and property: . Expenses and reimbursement: . Security and confidentiality rules: .

The Employee must maintain a suitable workspace, report incidents or injuries, protect confidential information, and return employer property when requested or when employment ends.

5. Review and Change

The arrangement will be reviewed on . The Employer may change or end it with days notice for business, performance, safety, security, tax, location, compliance, or operational reasons, subject to applicable law.

6. General

Governing law: . Changes should be recorded in writing.

Employer

Date:

Employee

Date:

Flexible work is an employment variation

The document should be clear about whether the arrangement is temporary, permanent, discretionary, or part of the employment contract. If the employee made a statutory request, the employer should follow the local process and keep the outcome record with the employment file.

Gibraltar flexible or hybrid working should be documented as an agreed employment variation, with working-time, health-and-safety, equipment, data-security, and cross-border controls.

Health, safety, equipment, and data security

Remote work moves risks rather than making them disappear. The agreement should address workspace suitability, incident reporting, workstation setup, mental-health risks, secure devices, confidential documents, public Wi-Fi, family access, and return of employer property.

It should also say who pays for approved equipment, internet, travel, office attendance, and other expenses. Some costs may be controlled by contract; others may be affected by local wage, tax, or health-and-safety rules.

Cross-border work needs approval

Working from another country or territory can create payroll, tax, immigration, insurance, social security, privacy, export-control, and employment-law consequences. A good template requires approval before the employee works outside the approved locations.

This template includes a location-change clause and a review date so the arrangement can be reassessed before small exceptions become a permanent unmanaged practice.

Clause-by-clause guide

Work model: Chooses remote, hybrid, telework, flexible schedule, or temporary arrangement.
Approved locations: Names home, office, territory, and any prohibited cross-border work.
Schedule and availability: Sets core hours, office days, response expectations, and meeting rules.
Time and attendance: Keeps working-time, overtime, break, and leave records aligned with local rules.
Equipment and expenses: Allocates devices, internet, furniture, maintenance, reimbursement, and return of property.
Safety and security: Covers workspace risks, injury reporting, confidentiality, device security, and incident reporting.

Gibraltar checklist

Follow the local flexible-work process
Gibraltar flexible or hybrid working should be documented as an agreed employment variation, with working-time, health-and-safety, equipment, data-security, and cross-border controls.
Gibraltar Laws - Employment legislation index
Keep employment terms intact
The agreement supplements the employment contract and should not reduce minimum employment rights.
Assess safety and security risks
Remote or home work needs documented controls for workspace, equipment, cyber security, confidential information, and incident reporting.
Approve cross-border work separately
A change of country can create tax, immigration, payroll, benefits, insurance, and privacy consequences.
Review the arrangement
Set a review date and a fair change process instead of leaving remote work open-ended.

How to use this flexible-work agreement

Select the work model. Choose remote, hybrid, flexible schedule, or temporary arrangement.
Approve locations and schedule. Add home, office, core hours, office days, and cross-border restrictions.
Record time and attendance. Keep working-time, overtime, breaks, and leave records aligned with local law.
Allocate equipment and risks. List devices, furniture, expenses, security, safety, and incident-reporting duties.
Set review process. Add review date and change procedure so the arrangement stays managed.

Frequently asked questions

Is a hybrid working agreement a full employment contract?

No. It is an addendum or arrangement record that supplements the employment contract and policies.

Can the employer change the arrangement?

Usually only through the agreed review/change process and subject to employment law, contractual rights, and any protected accommodation or statutory request.

Can the employee work from another country?

Only with approval. Cross-border work can create tax, immigration, payroll, insurance, privacy, and employment-law issues.

Who pays for equipment?

The agreement should state what the employer provides, what the employee provides, and which expenses are reimbursed.

Do health and safety duties apply at home?

Remote work still needs safety and risk controls. The exact duties depend on local workplace safety law and the facts.

What local flexible-work rule matters in Gibraltar?

Gibraltar flexible or hybrid working should be documented as an agreed employment variation, with working-time, health-and-safety, equipment, data-security, and cross-border controls.

Disclaimer

This Gibraltar hybrid working agreement template and guide are provided for general information only and are not legal, tax, employment, regulatory, title, notarial, court-filing, or professional advice. Local law and required forms can change; confirm the current rule and get advice before relying on the document.