Hybrid work: which agreements need to be explicit?

Short answer: in hybrid work, it is worth putting in writing the in-office days and format, the communication rules, equipment and costs, goals and time availability. When these points are only implied, each person assumes a different rule and frustrations arise. This text is informational and does not replace legal advice or each person's contract.

Why make them explicit

Hybrid work mixes different routines within one team. Without clear agreements, those at home may feel they miss opportunities, and those in the office may feel they carry the team. Clarity reduces this noise.

Agreements worth making explicit

1. In-office days and purpose. Which days or how often, and for what: important meetings, group work, customer service. Knowing the reason helps prioritize.
2. Hours and availability. During which hours the person should be reachable, and what happens outside them. This protects rest.
3. Communication channels. When to use messages, email or meetings, and expected response times.
4. Meetings and documentation. Recording decisions in writing keeps people who were not in the room from being left out.
5. Equipment and costs. Who provides the computer, internet and furniture, and how any reimbursements work, according to company rules and local law.
6. Goals and evaluation. Measuring by deliverables and results, not visible presence, and making clear how performance will be assessed.
7. Information security. Rules for networks, devices and documents outside the office.

Counterpoints

Very rigid agreements can remove the flexibility that justified the model. Some roles require more presence than others, and what works for one team may not suit another.

How to start

Gather the team, list the points above, write a short agreement and review it every quarter. For contractual or legal questions, consult the HR department or a professional in the field.