As remote work becomes an increasingly viable model for global organizations, many countries are formalizing regulations to define and protect teleworkers. The Dominican Republic is one such country, offering a clear framework for telework under its labor laws. For companies considering expansion into the Dominican Republic, understanding these remote work regulations is key to ensuring legal compliance and operational success.
What Is Telework in the Dominican Republic?
The Dominican Republic defines telework as a special form of employment that can be performed entirely or partially from a location other than the employer's usual premises, using information and communication technologies. A teleworker is someone who provides services under the employer's direction through digital and technological tools, while physically working from a different location.
This model is voluntary and must be established through a written agreement between the employer and the employee. Without a written contract, the arrangement is not legally recognized.
Key Requirements for a Telework Agreement
Before implementing a remote work arrangement, employers are required to conduct a feasibility analysis, taking into account the nature of the position and the responsibilities involved. Once the role is deemed suitable for telework, a formal written agreement must be created, which includes the following:
Job description and responsibilities
Work conditions, including schedule and breaks
Duration of the agreement (fixed-term or indefinite)
Location(s) where the employee will work remotely
Salary and compensation details
Department and reporting structure
Supervisor contact information
Supervision and time-tracking mechanisms, which must respect employee privacy
Inspection rights, if the employer needs to verify the remote workspace
Tools and equipment provided by the employer
Assignment of costs related to equipment, maintenance, and utilities
In-office presence requirements (if applicable)
Conditions under which the employee may return to in-office work
Employer Obligations for Remote Work
Employers are responsible for:
Ensuring the security of data transmission and digital work products.
Providing necessary equipment, tools, and technical support (unless otherwise agreement); and
Covering the maintenance and operating costs of remote work equipment.
Additionally, remote employers are entitled to the same rights, benefits and protections as their in-office counterparts under the Dominican Republic's Labor Code.
Ensuring Compliance with Remote Work Laws
In summary, to remain compliant, employers must:
Formalize all remote work agreements in writing;
Conduct job-specific telework feasibility assessments;
Provide and maintain the tools necessary for remote work;
Respect employee privacy in supervision and monitoring; and
Guarantee equitable treatment across remote and in-office roles.
How Atlas Helps
With remote work regulations evolving quickly, businesses expanding into the Dominican Republic need expert guidance to navigate compliance. Atlas supports global companies with Employer of Record (EOR) services, offering localized expertise to help you draft compliant telework contracts, manage payroll, benefits, and remote work logistics, ensure adherence to Dominican labor laws and onboard and support remote talent seamlessly. Whether you're hiring remotely or building a hybrid workforce, Atlas ensures you stay compliant while focusing on growth.