The rise of remote and hybrid work models has permanently changed how and where work gets done. For many Ontario professionals, the opportunity to spend summer weeks working from a lakeside cottage is no longer just a dream but a seasonal tradition. While remote work offers significant lifestyle perks, it also raises important legal and logistical questions. Can you relocate your home office to your cottage? What do Ontario employment laws say about this kind of flexibility? And how can both employers and employees manage expectations and legal compliance?
Remote Work Is Here to Stay, But With Boundaries
While the COVID-19 pandemic accelerated the adoption of remote work, the landscape in 2025 is defined by negotiated flexibility. Many Ontario employers now offer formal hybrid or remote work arrangements, but this flexibility is not unlimited. The terms of remote work, including where you can work from, are often governed by employment contracts, internal policies, and broader employment law principles.
Relocating Your “Home Office” Isn’t Always Automatic
Just because you’re permitted to work remotely doesn’t necessarily mean you can work from any location. Your employer may allow work-from-home arrangements that are geographically limited; for example, within Ontario or a commutable distance from the office. Before setting up your workstation at the cottage, it’s essential to understand the scope of your agreement.
Review Your Employment Agreement Before You Pack
You should consider some factors before loading up your laptop for the cottage.
Does Your Contract Specify a Work Location?
Your employment contract is your first stop. If it explicitly states your work location (such as your residential address), working from your cottage without permission could technically breach the agreement. Even if there are no immediate consequences, you could expose yourself to future disciplinary action or jeopardize your employment status.
Flexibility Clauses and Hybrid Policies
Some employers have updated their employment contracts or added policies permitting remote work within a specific framework. If your agreement includes a flexible or hybrid work clause, check for any stipulations about geographic limits, work hours, performance expectations, or availability. If these aren’t clearly addressed, it’s wise to seek written approval before working from your cottage.
What About Implied Terms?
Even without specific contract language, the nature of your role might imply certain expectations. If your job requires regular in-person collaboration, client meetings, or access to on-site equipment, working remotely (even temporarily) may not be considered reasonable. Likewise, company precedent or past approval patterns may affect what is permitted.
Employer Rights and Responsibilities in Remote Work Scenarios
Employers and employees should both be aware of their roles in remote work arrangements.
Performance and Accountability
Employers are entitled to expect consistent performance regardless of where an employee is working. Employers may take corrective measures if working from the cottage leads to reduced productivity, missed meetings, or unreliable internet connectivity. Setting performance benchmarks, monitoring output, and ensuring accountability remain key employer rights.
Availability and Time Zones
If your cottage is in a different time zone or has connectivity issues, you must remain available during designated work hours. Unless agreed otherwise, Ontario employers can reasonably expect you to be reachable during standard business hours.
Confidentiality, Security, and Data Protection
Remote work increases potential exposure to cybersecurity threats. Employers may require you to use encrypted networks, multi-factor authentication, and company-issued devices while working off-site. If your cottage Wi-Fi is unsecured or shared, this could violate workplace data policies or even privacy laws. Ontario’s privacy framework and federal laws like PIPEDA (Personal Information Protection and Electronic Documents Act) may apply, especially if personal client information is involved.
Health and Safety Obligations Extend Offsite
Even when employees work from a private cottage, Ontario’s Occupational Health and Safety Act (OHSA) can still apply in certain circumstances. Employers must take every reasonable precaution to protect workers, even those working remotely. While employers can’t inspect private cottages, they can and should provide safety guidelines, ergonomic tips, and hazard checklists to avoid injury and ensure remote workspaces are safe.
The “Right to Disconnect” Still Applies
Under Ontario law, workplaces with 25 or more employees must have a written “right to disconnect” policy. While the law doesn’t create new entitlements to disconnect, the policy must set expectations around after-hours communication. This becomes especially important when working from a more relaxed environment, such as a cottage, where boundaries between work and personal life can blur.
Fair Compensation and Overtime Pay
The Employment Standards Act, 2000, applies regardless of your work location within Ontario. That means employees are still entitled to minimum wage, rest periods, and overtime pay if applicable. Remote work does not exempt an employer from paying legally mandated overtime, nor does it absolve employees from recording hours accurately.
A Caution regarding working outside Ontario
The applicable provincial jurisdiction for a remote worker will be the province in which a remote worker permanently lives and works. Accordingly, an employer is required to comply with the employment standards legislation of that province, even if the business has no corporate presence in the jurisdiction. The employment standards of that province may vary significantly from the Employment Standards Act, 2000, to the possible detriment of either the employer or the employee, depending on the province.
Expenses and Reimbursements: Who Pays for What?
Remote work, especially in a community farther away from the employee’s usual work location, can create confusion about who is responsible for the employee’s work-related expenses.
Cottage Internet Isn’t Always a Business Expense
While your employer may cover the cost of remote work equipment, cottage-related costs, such as upgraded Wi-Fi, phone boosters, or furniture, are typically your responsibility unless your employer agrees otherwise. These should be clarified in writing to avoid disputes.
Be Clear on What’s Covered
Some employers offer monthly stipends to cover general remote work expenses. Others require detailed receipts. Either way, don’t assume that your employer will automatically cover the costs of setting up or maintaining a secondary workspace at your vacation property.
Best Practices to Avoid Legal Disputes
As the way we work continually evolves, there are some best practices employers and employees can adopt to avoid costly disagreements.
Employment Standards Act Compliance
From work hours to vacation tracking, remote work from the cottage must still comply with all applicable rules under the Employment Standards Act. Employees and employers should avoid informal arrangements resulting in off-the-books hours or vague timekeeping.
Tax Considerations
Employees generally don’t face significant tax implications from working remotely within Ontario. However, frequent relocations, multiple workspaces, or attempts to deduct cottage expenses as home office claims could raise red flags with the Canada Revenue Agency. Speak to a tax advisor before making any deductions or claims related to your cottage workspace.
Workplace Harassment Laws Still Apply
Ontario’s human rights and anti-harassment laws still protect employees working remotely. Virtual harassment or exclusion from workplace communications may still give rise to legal claims. Employers must continue enforcing anti-discrimination and inclusion policies across in-person and virtual environments.
Practical Tips for a Smooth Cottage Work Setup
1. Get Written Approval First
Before heading to the cottage with your laptop, speak to your manager and HR team. Explain your plan, confirm expectations, and get written permission. Even a short email confirmation can go a long way.
2. Establish a Dedicated Work Area
Set up a workspace that allows you to focus, maintain confidentiality, stay organized, and protect your ergonomic health. Avoid working from picnic tables, hammocks, or noisy areas.
3. Test Your Tech
Ensure you have stable internet, VPN access, and any other digital tools required for your role. If your cottage is in a rural area, consider backup solutions such as a mobile hotspot or satellite internet.
4. Maintain Regular Hours and Communication
Just because you’re working from a picturesque location doesn’t mean you’re unavailable. Stick to your usual hours, attend virtual meetings, and check in regularly with your team.
5. Prepare for Emergencies
Power outages and connectivity disruptions are more common in remote areas. Have contingency plans in place, such as a nearby café with Wi-Fi or the ability to travel back to your home if needed.
Enjoying Summer 2025: Work-Life Balance with Legal Clarity
Working from a cottage in Ontario is a valuable benefit of modern employment flexibility, but it comes with legal responsibilities for both employees and employers. Ensuring arrangements are clear, documented, and aligned with employment laws will allow everyone to enjoy the summer months without compromising legal compliance or productivity.
Contact Tierney Stauffer LLP for Modern Employment Law Advice in Ottawa, Kingston, North Bay, and Cornwall
If you have questions about remote work policies, hybrid work arrangements, or employment contracts, Tierney Stauffer LLP can help. We advise both employers and employees across Ontario on navigating the evolving world of work. Our employment lawyers approach each case with compassion, diligence, and a focus on achieving practical, timely solutions for our clients. To book a consultation, please contact us online or call 1-888-799-8057.
