Remote Work

The university’s remote work policy (HR-522 Remote Work) has been updated to prioritize an in-person workforce across the university. These updates reflect a thoughtful, university-wide approach to supporting the multiple constituencies we serve. Unless a formal, fully remote work arrangement is approved, faculty and staff currently working in fully remote or hybrid arrangements are expected to return to on-site work by August 3, 2026.

The updates apply to all University of Missouri faculty and staff, including full-time and part-time employees, unless otherwise specified by existing policy (e.g., university-approved ADA accommodation). This policy does not apply to part-time, non-regular (adjunct) faculty appointments within the United States or Unpaid Appointments. 

This policy does not address brief and intermittent periods of work from a non-university location that occur on an occasional or sporadic basis, such as meeting a delivery or repair person at an employee’s residence. These short, situational needs remain subject to supervisor approval and do not constitute remote work arrangements. This policy also does not address the flexibility that faculty have to complete workload expectations in non-university locations (e.g., engaging in course preparation or research/scholarly activities in off-campus locations). However, any faculty member who is unavailable to engage in on-campus workload activities, either fully or partially (e.g., not available to come to campus on certain days), must receive approval for remote work.  

Why We Are Prioritizing In‑Person Work

The university is reaffirming the importance of an in-person workforce to support student success, strengthen campus community and fulfill our land-grant mission. An in-person presence ensures:

  • Accessibility, mentoring and timely services for students.
  • A vibrant, engaged environment that enhances learning, culture and innovation in teaching and research.
  • Visible stewardship of the public trust and resources invested in us as a public institution.
  • Connection with communities across the state, which is consistent with our role as a land-grant university.
  • These factors make a predominantly in-person workforce essential to delivering the university’s mission effectively.  

Definitions

  • Fully remote: Working in-person at a university location less than one day per week or less than 20% of scheduled work time.  
  • Hybrid: Working off-site on a regular basis but spending at least one day per week or 20% of scheduled time in-person at a university location.
  • Unique Circumstances: Working off-site temporarily for less than 30 days.

Exceptions

In rare and exceptional circumstances, fully remote and hybrid work arrangements may be approved for compelling reasons. Exception requests for select positions must demonstrate that remote work directly advances the university’s mission, cannot reasonably be performed in-person and clearly benefits the institution. Personal preference or convenience will not meet this standard. 

Managers will work directly with employees currently in hybrid or remote arrangements to outline transition timelines and address any operational needs, including submitting any requests for exceptions. If a manager submits an exception request, it will be reviewed by the dean or division leader and, if approved, will be submitted to the Chancellor for final approval. All employees granted exceptions will be required to complete a Remote Worker Agreement, which will be reviewed and renewed annually. 

Exception process requirements differ depending on the location in which the employee's official responsibilities require regular work:

  • In-state, non-university locations: Exception process not required.
    • E.g., extension specialist working on private farms or in school districts
  • Out-of-state locations: Exception process is required.
    • E.g., student recruitment specialists and donor engagement professionals assigned to other states 

Situations where an exception may be appropriate: 

  • Positions that are difficult to fill due to a limited local talent pool.
  • Roles requiring a specialized or hard to replace skill set that significantly affects the university.
  • Space or facility limitations that prevent in-person placement.
  • Positions that require frequent collaboration with non-local constituents, partners, agencies or institutions.
  • Short-term operational continuity needs.
  • Temporary recruitment or retention needs to support staffing stability. 

Exception requests need to clearly demonstrate:

  • The business justification for the request explaining the market justification, recruitment needs or space considerations.
  • Strong alignment with the university’s mission and operational requirements.
  • That services, collaboration and responsiveness will be maintained at a level indistinguishable from in-person work.
  • That the arrangement does not negatively affect students, faculty, staff or community partners. 

Timeline

  • March 2 – March 16: Units review remote/hybrid arrangements
  • March 16 – April 17: Window for managers to submit exception requests
  • Mid-May: Exception decisions determined
  • August 3, 2026: Deadline to return to in-person work unless a temporary extension is granted for extenuating circumstances

Additional Information

For answers to frequently asked questions, please refer to HR-522 Remote Work Q&As.