Peru updates telework regulations

At a glance

• Peru has amended the regulations implementing its Telework Law, introducing new provisions on information security, occupational health and safety, active breaks, and personal activities carried out during teleworking hours.
• Employers must broaden their telework risk assessments to cover risks arising from exposure to physical, chemical and biological agents, in addition to workplace, electrical, ergonomic and psychosocial risks.
• Employers are now required to determine and communicate active break periods, taking into account the role, identified workplace risks, and the teleworker’s abilities and capacities.
• The regulations establish a framework for monitoring and disciplining personal activities undertaken during working hours that are unrelated to the employee’s duties, which must align with internal rules on leave and permissions.
• Teleworkers must allow physical or digital access to their usual workplace location to facilitate health and safety assessments, provided they are given at least 48 hours’ prior notice.

On 22 July 2026, Peru published Supreme Decree No. 009-2026-TR, introducing amendments to the regulations implementing the Telework Law. The changes establish new requirements relating to information security, occupational health and safety, active breaks, and personal activities undertaken during teleworking hours.  

The amendments expand employers’ occupational risk assessment obligations. In addition to considering workplace, electrical, ergonomic and psychosocial risks, employers must now assess risks associated with exposure to physical, chemical and biological agents. Employers are also required to define and communicate active break periods, taking into account the characteristics of the role, identified hazards and the teleworker’s capabilities.

The new rules further establish a process for verifying and sanctioning personal activities carried out during teleworking hours that are unrelated to the employee’s duties. Such activities must be addressed in accordance with the employer’s internal rules on leave and permissions.

From the employee perspective, teleworkers must provide physical or digital access to their usual teleworking location to enable employers to verify health and safety conditions, provided the verification is communicated at least 48 hours in advance.

In light of these changes, employers may wish to review and update telework agreements, policies and procedures, strengthen reporting processes for technical incidents and changes of address, update risk assessment and active-break protocols, and ensure that internal rules clearly regulate leave, permissions and potential disciplinary consequences relating to personal activities during working time.