Good work does not need a particular postcode.

Pixel Forge Technologies operates primarily as a remote workplace.

Team members may work remotely from an appropriate location that allows them to carry out their responsibilities effectively, securely and professionally.

Remote work at Pixel Forge is not simply working away from an office. It means designing our communication, workflows and collaboration so that people can contribute properly without needing to be in the same room.

Our remote workplace is built around:

• clear ownership of work;
• reliable communication;
• thoughtful documentation;
• respect for colleagues' time;
• accountability for deadlines and commitments;
• secure handling of company and client information;
• flexibility where the work allows it;
• judging work by its outcomes rather than by physical presence.

Team members may work from a suitable remote location, provided that:

• they can reliably carry out their responsibilities;
• they have suitable internet access and working conditions;
• client confidentiality and company security requirements can be maintained;
• their location does not prevent them from attending essential meetings or meeting agreed responsibilities;
• the arrangement complies with applicable employment, tax and other legal requirements.

This is not an unrestricted right to work from anywhere in the world. A long-term move to another state or country should be discussed with the company before it happens, because legal, tax and client requirements can differ from place to place and may affect whether the arrangement can continue on the same terms.

Employee location does not impact pay.

Pixel Forge Technologies does not reduce or increase an employee's agreed compensation simply because they work remotely from a different city or region. Compensation is based on the role, responsibilities, skills, experience and agreed employment terms, not on a geographic salary band.

A material change in role, employment arrangement, jurisdiction or applicable law may still require the terms of employment to be reviewed.

Remote work includes flexibility, but it does not mean being permanently unavailable.

Team members are expected to:

• maintain the availability they have agreed;
• attend necessary meetings;
• communicate delays or absences in good time;
• keep the relevant colleagues informed;
• respect agreed deadlines and hand-offs.

Where flexible schedules are possible, teams should agree enough overlapping time for collaboration to work.

Remote communication should favour clarity over volume.

• Important decisions are written down.
• Project information lives in the appropriate shared system, not only in private messages.
• Urgent matters are clearly marked as urgent.
• Meetings have a purpose.
• Written communication is preferred where it avoids an unnecessary meeting.
• Nobody is expected to stay constantly online merely to prove that they are working.

We prefer useful updates to green status dots.

Remote team members are assessed on:

• the quality of their work;
• agreed deliverables;
• reliability;
• communication;
• collaboration;
• meeting deadlines;
• professional conduct.

Remote work does not reduce performance expectations, and office visibility is not used as a substitute for performance.

Team members should keep a working environment that is reasonably:

• safe;
• suitable for concentration;
• appropriate for confidential conversations;
• reliable for professional calls where these are required.

Team members should take reasonable steps to prevent confidential screens, conversations or documents from being seen or heard by unauthorised people.

The equipment, software, connectivity and access required for a particular role will be agreed as part of the working arrangement.

Team members are responsible for promptly reporting technical problems that materially affect their ability to work.

Remote does not mean relaxed security.

Wherever they work, team members are expected to:

• use strong, unique passwords and keep them private;
• use multi-factor authentication wherever it is provided;
• use approved company systems for company and client work;
• keep operating systems, browsers and software up to date;
• lock their device whenever they step away from it;
• handle confidential client information only as the work requires;
• avoid using unsecured or shared computers for company or client work;
• take care on public Wi-Fi and avoid handling sensitive work on untrusted networks without appropriate protection;
• report a lost, stolen or compromised device or account immediately.

Client and company information must be treated with the same confidentiality standards regardless of where someone is working.

Sensitive information should not be:

• discussed in inappropriate public settings;
• displayed where unauthorised people can see it;
• transferred through unapproved personal systems or accounts;
• stored in a way that conflicts with company or client requirements.

Remote-first does not mean meeting-heavy.

Use a meeting when a meeting helps. Use a message when a message is enough.

Meetings should:

• have a clear purpose;
• include the right people, and only them;
• respect time zones where possible;
• end with documented decisions and action points where relevant.

Pixel Forge may occasionally organise or request:

• client meetings;
• project workshops;
• team meetings;
• events;
• training;
• other reasonable in-person activities.

Where attendance is required, appropriate notice and arrangements will be communicated in advance.

Remote work should support sustainable working habits.

We encourage:

• taking reasonable breaks;
• keeping clear boundaries between work and the rest of life;
• speaking up early when a workload is becoming unmanageable;
• no expectation of permanent availability.

Where practical, Pixel Forge Technologies will consider reasonable adjustments to working arrangements based on role requirements, individual circumstances and applicable law.

Remote work arrangements may evolve as the company, our clients, legal requirements and individual roles change. Pixel Forge Technologies may update this policy when necessary. Material changes affecting employees will be communicated appropriately.