The basic rule is that an employee in distance work is largely covered by employment legislation and collective agreements. Even if you move from the office to your summer residence, the employment contract also remains in force as usual. There are, however, some specific issues relating to distance work, such as how much of the distance work is considered working time under working time regulations and how much is not. It is thus advisable to draw a separate contract to cover distance work or at least include the most important aspects in the employment contract. Such contract ensures joint rules and helps to avoid unnecessary wrangles.
Before starting distance work, you should at least be clear on the 'house rules' on recording working time and when work is actually carried out; should you, for example, follow particular customer service times in distance work. The objective is, naturally, to combine flexible working with being accessible.
You should also agree on how work progress is reported, what equipment you will be using in distance work and who acquires such equipment, how long distance work is carried out for and what conditions cover cancelling the entire arrangement in case it does not work out. The employee's occupational health and safety must also be taken care of, first of all, in such a way, in practice, that the workload and total daily working hours are kept under control. And before moving on to distance work, the employer should check insurance coverage as well as any data safety issues. A computer in the village library is not a good work tool.