Remote Work Considerations

The University of Florida acknowledges the value of telecommuting for a flexible work environment and the need for employees to work remotely to support institutional and departmental goals. While remote work within Florida is typically uncomplicated, working outside the state or country may pose legal and financial challenges due to differing laws and requirements.

Given the complexities and risks involved, employees should not work in another state or country solely for their convenience. UF departments must consult with UF Human Resources before assigning or hiring employees to work remotely outside of Florida or the United States.

Travel Reimbursement for New Employees During Relocation

This guideline provides direction for departments and new employees regarding travel reimbursement during the initial relocation period for hires who begin their roles remotely.

Allowing new employees to work remotely on a temporary basis during their relocation period enables the University of Florida to secure top-tier talent who may require additional time to transition. This flexibility supports business continuity and ensures that critical roles are filled without unnecessary delays.

This guideline applies to new employees who are temporarily working remotely during their relocation period, typically within the first three (3) months of employment.

• Travel reimbursement is only available during the employee’s active relocation period, not to exceed the first three months of employment.
• Travel must be required by the department and pre-approved by the employee’s supervisor.
• All travel must be approved in advance through the university’s travel authorization process.

Exceptions to this guideline may be considered on a case-by-case basis and require written approval from the Vice President of Human Resources, Chief Financial Officer (CFO), Executive Vice President, or Vice President of the employee’s unit.

Considerations for Working Remotely

• Assess the employee’s ability to work autonomously, communicate face-to-face, control and schedule workflow, maintain reliable work hours, and exercise self-discipline.
• Ensure the remote work arrangement benefits both the college/unit and the employee.
• Discuss the reasons for requesting remote work between the supervisor and employee.
• Evaluate if the employee’s work location poses legal liabilities.

For guidance on allowing an employee to work at a remote location within the U.S., refer to the Remote Work Location Policy. Complete and submit the Remote Work Location Agreement for approval. For questions, contact Classification and Compensation at RemoteWorkAgreement@hr.ufl.edu.

Lookup your Remote Work Location Agreement at: Find my Remote Work Location Agreement

For approval to work outside the U.S., visit UF’s Employment Abroad page. Submit the Remote Work Location Agreement for Employment Abroad to globalservices@hr.ufl.edu for review and approval by  Human Resources, UF Research, and Office of General Counsel.