Countries › Dominican Republic › Guide › 7. Labor and employment › Remote work in the Dominican Republic: the 2020 telework resolutions

Remote work in the Dominican Republic: the 2020 telework resolutions

Last verified: 2026-10-30 · Status: Changing

Telework rests on a Ministry resolution, not on the code. It must be voluntary, agreed in writing and registered with the Dirección General de Trabajo. Employers supply equipment unless agreed otherwise, can monitor hours but not film the home, and owe a right to disconnect.

Key facts

Written telework agreement required	Yes textResolución 23-2020 Third, as of 2026-10-30 · in force
Notice to return to office work	30 daysResolución 23-2020 Fourth, as of 2026-10-30 · in force
Agreement registered with the DGT	Yes, through SIRLA textResolución 27-2020, as of 2026-10-30 · in force

The rule

1. Telework is a special work mode, partial or total, using information and communication technology. It is voluntary and needs a written agreement, which is a condition for creating or changing the contract.Resolución 23-2020, Second and Third, 2020-11-12 official text · verified 2026-10-30

2. The contract or addendum states tasks, conditions, length, place, salary, hours and breaks, reporting line, supervisor contact, supervision system, any workplace checks, tools provided, who bears added costs, any office days and the terms for reversal.Resolución 23-2020, Third, Paragraph I, 2020-11-12 official text · verified 2026-10-30

3. Telework agreements are registered with the DGT through SIRLA. Addenda and contracts signed with a qualified electronic signature under Ley 126-02 are valid, and SIRLA takes them only in digital form.Resolución 27-2020, Second, 2020-12-11 official text · verified 2026-10-30 · changed: Resolución 27-2020 replaced Paragraphs II and III of Third and moved the deadline for existing agreements to 12 February 2021.

4. Either side has a right to reverse to office work on 30 days written notice where the relation began at the office. A relation that began as telework has no such right unless agreed. Disputes go to the DGT, which decides.Resolución 23-2020, Fourth, 2020-11-12 official text · verified 2026-10-30

5. Unless otherwise agreed the employer provides tools, materials and conditions. The worker looks after equipment and uses it for work only, and the parties may agree compensation if personal equipment is used.Resolución 23-2020, Fifth and Sixth, 2020-11-12 official text · verified 2026-10-30

6. Hours follow the code and are reported through SIRLA forms. The employer can install time controls in its own tools and must track overtime and night hours for correct pay.Resolución 23-2020, Eighth, 2020-11-12 official text · verified 2026-10-30

7. Workers have a right to digital disconnection outside hours, save in an employer emergency related to the service. Employers are urged to adopt a policy for all staff.Resolución 23-2020, Eleventh, Paragraphs VI and VII, 2020-11-12 official text · verified 2026-10-30

8. Video surveillance of work in the home is strictly barred, including through the laptop camera, except for scheduled video meetings. The employer cannot require monitoring software on a worker's personal devices.Resolución 23-2020, Eleventh, Paragraphs III and IV, 2020-11-12 official text · verified 2026-10-30

9. Health and safety rules apply at the place of telework, and the employer must explain the requirements and risks. Ministry visits to the home need agreement and the worker's express authorization.Resolución 23-2020, Ninth and Tenth, 2020-11-12 official text · verified 2026-10-30

10. Teleworkers have the same rights as office staff, including training, equal evaluation and union rights, under the code and Ley 87-01.Resolución 23-2020, Eleventh, 2020-11-12 official text · verified 2026-10-30

Topic	Rule	Source
Equipment	Employer unless agreed	Fifth
Hours	Code limits and SIRLA reporting	Eighth
Camera at home	Barred except meetings	Eleventh, Par. IV
Return to office	30 days notice if started at office	Fourth
Ministry visit	Only with worker consent	Tenth

Key telework terms in Resolución 23-2020

Worked example

A software firm moves 50 office staff to full remote. It signs addenda listing 14 items, registers them in SIRLA, keeps the laptop camera off apart from meetings and agrees who pays for connectivity.

Step by step

Assess which roles are feasible.
Sign an addendum with the 14 items.
Register it in SIRLA.
Report the hours through the DGT form.
Train staff on data handling under Ley 172-13.
Set an out of hours contact policy.

Common traps

An office worker asked to go remote can refuse, as telework is voluntary.
A worker hired as remote has no automatic right to an office desk.
Overtime still applies at home, so unmanaged evening work creates exposure.
A 2026 bill sought to move telework into the code, but it did not pass, so the resolution remains the rule.

Sources

← Business transfers and employer groups in the Dominican Republic: what a buyer inheritsForeign workers in the Dominican Republic: the 80% rule, contract registration and migration fines →

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