Flexibility is currently gaining in significance in the field of employment. The ability to freely select the time and the place of work is of great help for both the employee and employer. One of the forms of flexible employment that facilitates such solutions is teleworking. In addition to the many benefits brought forth by this form of employment, employees and employers must also take into consideration the personnel risk associated with telework. The article focuses on the problem of risks faced by a teleworker and those borne by the employer in connection with the introduction of teleworking. The study is theoretical and empirical nature, taking advantage of materials in literature covering personnel risk and telework, articles from the Internet and empirical data contained in reports from PARP [Polska Agencja Rozwoju Przedsiębiorczości – Polish Agency for Enterprise Development] and PBS DGA [market research company] studies. The basic methods of preparation consist of analysis and synthesis, as well as induction, deduction and reduction. The conducted study reveals, among others, that the implementation of teleworking carries with it personnel risk that applies to two entities - the teleworker and the employer. In order to reduce or minimise such risk, it is necessary to create new rules for teamwork coordination and supervision, as well as make amendments to some legal solutions aimed at encouraging employers to conclude employment contracts.