Remote Work in 2026: What Companies and Employees Need to Know

Remote work and flexible working hours in 2026 are no longer just organizational models – they also require legal compliance with North Macedonian legislation. The concept of a digital workplace, where an employee can function as part of a company team regardless of location, gained significant momentum particularly after the COVID-19 pandemic. However, any company that introduces such a model must ensure legality, protection of employee rights, and clearly defined relationships with employees. At the same time, it is important to acknowledge that remote work is not without challenges. Macedonian legislation does not explicitly regulate every modality of remote work; instead, it allows employers and employees to regulate many aspects of their relationship through mutual agreement.

Below are the key legal aspects that companies in North Macedonia should consider.

Legal Framework and Obligations for Companies and Employees for Remote Work

Remote work is regulated under the Labor Relations Law, which defines work from home as work performed by the employee in their own home or in premises of their choosing that are outside the employer’s business premises.

1. Obligations of Companies When Implementing Remote Work

• Employment contract:

Companies and employees must conclude an employment contract for working from home, which must be in written form. The contract should clearly define the rights, obligations, and conditions depending on the nature of the work performed from home. The contract must include details such as the parties to the contract, the starting date of employment, the job position, place of work, working hours, salary amount, and other benefits.

• Compensation for the use of personal equipment:

Employees are entitled to compensation for the use of their own equipment when working from home. The amount of this compensation must be determined in the employment contract.

• Notification to the Labor Inspectorate

The company is required to submit the employment contract for work from home to the Labor Inspector within three days from the date of its conclusion.

• Working hours and record-keeping

Full-time working hours may not exceed 40 hours per week, and the working week generally consists of five working days. Companies are obliged to maintain records of working hours and implement a system for tracking the working time of employees working remotely.

• Breaks and rest periods

Employees working from home have the same rights to breaks, daily rest, and weekly rest as employees working at the company’s premises.

• Occupational safety and health

Companies must ensure safe working conditions and occupational safety protection. Employers must also develop effective mechanisms and policies for occupational safety when working from home, including identification, assessment, and control of risks. This includes self-assessment procedures, providing appropriate equipment, employee training, and establishing clear emergency procedures.

• Personal data protection

Employees’ personal data may only be collected, processed, used, and shared with third parties if provided by law or necessary for exercising rights and obligations arising from the employment relationship. The controller (the company) must implement appropriate technical and organizational measures to ensure data protection, including pseudonymization and encryption where necessary.

2.Obligations of Employees When Working from Home

• Safety and Health: Employees must take care of their own safety and health, as well as the safety of others, and comply with occupational safety regulations adopted by the company for remote work.

• Protection of trade secrets: Employees working remotely remain bound by obligations related to confidentiality and protection of trade secrets. Unauthorized disclosure, misuse, or sharing of confidential information with third parties may result in legal consequences.

Recommendations for Companies and Employees

When considering the adoption of remote work, it is essential to weigh its advantages and disadvantages. A hybrid model is often considered optimal because it can promote a healthier work-life balance for employees, improve productivity, and foster a positive work environment.

To ensure that remote work is properly regulated and compliant with legal requirements, companies should introduce the following internal policies and procedures:

• Clear internal policies

Develop comprehensive internal policies defining the conditions for remote work, including eligibility criteria, application procedures, productivity expectations, communication protocols, use of company equipment, expense reimbursements, and procedures for returning to office work.

• Occupational safety and health program for remote work

Implement programs that include risk assessments for home workspaces, training on ergonomics and safety practices, and provision of necessary equipment.

• Anti-harassment policy

Establish a clearly defined policy addressing harassment, including virtual interactions, with clear procedures for reporting and resolving cases of harassment.

• Personal data protection policy

Develop a detailed policy regulating the collection, processing, storage, and transfer of employees’ personal data, with particular focus on data security in remote working environments.

• Employee training

Provide regular training for employees, especially managers, regarding their rights and obligations related to remote work, occupational safety, harassment prevention, and personal data protection.

• Communication and support

Open communication between employers and employees is crucial for successful remote work. Employers should provide adequate support to employees, including psychological support for dealing with technostress and challenges related to remote working.

Most Common Legal Mistakes Companies Make

Some of the most frequent legal mistakes related to remote work include:

1. Failure to regulate remote work in employment contracts or through an annex to the contract;

2. Failure to pay overtime work;

3. Lack of a clearly defined availability policy;

4. Absence of internal regulations governing remote work;

5. Non-compliance with data protection obligations;

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Conclusion

Remote work in 2026 is more than just a trend – it is a reality that requires companies to thoroughly understand and consistently apply legal regulations.

Ensuring a safe and healthy working environment, respecting working hours and rest periods, protecting personal data, and actively preventing harassment are key factors for the success of remote work models.

Companies that invest in compliance with these legal aspects will not only avoid penalties but will also build trust with their employees and strengthen their reputation as responsible employers.

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FAQ's

1. Is remote work allowed under Macedonian law?

Yes. Remote work is permitted under Macedonian legislation if it is agreed between the company and the employee. This is typically regulated through an employment contract or an annex to an existing contract defining the conditions for working outside the employer’s premises.

2. Do working hours change when working from home?

Not necessarily. In most cases, working hours remain the same as in office work, usually 40 hours per week for full-time employment. However, companies may introduce flexible working hours if agreed with employees.

3. Does the employer need to provide the equipment for remote work?

In many cases employers provide basic work equipment such as laptops, computers, or business phones. In certain situations, employees may also receive compensation for internet or other work-related expenses.

4. How are presonal and business data protected when working from home?

Companies should implement internal policies that regulate remote work and ensure adequate data protection measures

5. Do employees have the right to breaks and rest when working remotely?

Yes. Employees have the same rights as when working in the office, including daily breaks, rest periods during the working day, and weekly rest. Working from home does not mean being constantly available.

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Note: This article is intended for informational purposes only and should not be considered legal advice. Legal issues can be complex and each situation may have specific circumstances that require individual analysis. For this reason, we recommend consulting a qualified attorney who can provide tailored legal guidance for your particular case.