Remote and hybrid work, set up right.

Clear expectations, the right equipment and reimbursements, and the state rules that follow every remote employee home.

Inside:What a remote policy covers · four steps before someone works from a new state · clear vs. vague policy wording · expense rules for CA, NY, IL, TX, and FL · 2 editable templates

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The policy

What it should cover.

Keep the policy short. Put individual details in each employee's remote work agreement.

Eligibility
Which roles can work remotely or hybrid, and how that's decided.
Schedule and availability
Core hours, time zones, response expectations, and in-office days.
Communication
Which tools for what, camera expectations, and meeting norms.
Equipment
What the company provides, who owns it, and how it's returned.
Expenses
What's reimbursed, how to submit, and any stipend.
Security
Device, password, network, and confidential information rules.
Work location
Employees must get approval before working from a new state or country, even temporarily.
Hours worked
Non-exempt employees still record all hours and take required breaks.

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New locations

Before someone works from a new state.

Do these four things before the first day of work in a new state, not after.

Payroll

Register

State payroll tax withholding and unemployment insurance accounts, usually through your payroll provider.

Insurance

Cover them

Confirm workers' compensation coverage applies in that state.

Notices

Inform them

Required state notices and posters, delivered electronically for remote employees.

Laws

Apply them

That state's minimum wage, overtime, sick leave, final pay, and expense rules now apply.

Working abroad is different

Employees working from another country, even briefly, can create tax, immigration, and legal obligations there. Require approval, and get advice first.

Approval requiredGet adviceBefore travel

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Full guide

6 more pages in the full guide

Plus 2 editable templates.