With the rapid development of mobile communication technology，new-generation information technologies such as big data，cloud computing，and mobile Internet are more and more extensively used in various fields and industries，and the office scene has also ushered in disruptive innovation. The application of teleworking can not only reduce the operating costs of employers，but also improve the flexibility of employees. On March 23，2020，in response to the Covid-19，the French government issued emergency Decree No.2020-290（loi n°2020-290），requiring people to work remotely from home，except for essential workers，to reduce the spread of the virus. Compared with the traditional way of working in the office or on-site，teleworking provides people with a more flexible，convenient and safe working environment during the pandemic，so that employers and employees can better weather the bad times. Furthermore，the teleworking has even become the new organizational model sought by the French public and private sectors. However，this new working model is not suitable for all industries and all people，it involves issues such as work flexibility and autonomy，work-life balance，health and safety，employment equality，and administrative complexities. In the post-Covid period，it is worth discussing how the French government and the labor-management parties implementing teleworking carry out multi-dimensional design based on the legal framework，organizational management，policy guidance and other aspects to guide teleworking towards a better development.