Abstract

This paper addresses the feasibility of teleworking as a work-life balance tool and its implementation challenges, given that the regulations make a generic reference without distinguishing between the various modalities or typologies and without noting the various ways of combining it. It is concluded that for teleworking to be a work-life balance tool, it will require certain requirements (home-based teleworking, offline, with flexibility and time control by the worker) that Chilean legislation does not fully address.

Keywords

teleworking work-life balance gender perspective