Skip to main content
To KTH's start page To KTH's start page


There may, in certain circumstances, be possibilities for teleworking. Teleworking is voluntary and is based on the employee's desire to work remotely. The employee can initiate a dialogue with their manager about this. The manager has to assess whether the job allows for telework and, if so, to what extent. Telework is often considered more suitable for certain tasks; functions or employees and less suitable for others. So it may look different for different employees. If the employee and the manager agree, you can write an agreement on telework. The agreement is valid for a maximum of one year at a time, and has a notice period.

Telework refers to work that the employee regularly performs at home (the employee's Swedish population registration address). As an employee, you must be able to get to work within normal setting time if the employer requires it. Temporarily, the telework may be carried out at another location within Sweden, provided that the employee can get to the main workplace within the setting time determined by the employer in the individual case.

If you need to work from home, there are different resources and rules of conduct for teleworking. You should sign an agreement which is submitted to your immediate manager for approval. The manager decides how the work is to be reported. Template for Individual agreement on telework (in Swedish)

Rules for teleworking

The employee can work up to two days remotely, if the work allows. There may thus be last-minute changes for those who work with event-driven tasks. Employees and managers can agree on up to one day, and less often than weekly. Teleworking should be voluntary and be based on a written agreement between the employee and KTH. It should also identify how and when the employee can be reached, for example, for external contact or by colleagues. Regardless of the agreed scope, the employer can call the employee to the main workplace on a day that would otherwise be devoted to telework, without the employee being compensated with telework another day.

Work environment

The employer's responsibility according to the work environment legislation also applies to telework (and temporary work from home). The employer must ensure that the work environment and the design of the workplace do not entail a risk of ill health or accidents. If necessary, the employer and the safety organization must be given access to the remote workplace in order to e.g. ensure that equipment installation and safety are reassuring. The employee must notify the employer in the event of risks arising in the work environment at the remote workplace.

The work space must be designed and arranged so that it is suitable from a work environment point of view, the employee is responsible for preparing the work space in the home with this in mind.

The employee must, at their own expense, equip the home workplace so that it is acceptable from a work and work environment point of view.

Operating costs

Costs for the use of, for example, private telephone, internet connection and electricity are paid for by the employee.

Temporary work from home

Temporary work from home refers to work that is performed in the home on a few occasions per year after written consent (eg by e-mail) from the employer. Working from home is voluntary and is based on the employee's desire to temporarily perform work in the home.

Connection to KTH’s wireless network

If you need to access internal resources from home, or if you are travelling, you can read more on the IT department’s website about Citrix KTH-Desktop and about Eduroam which is a wireless network shared by, among others, universities around the world. Eduroam is also located at certain hotels and airports.