Potential Legal Implications of Remote Work Policies

Through the COVID-19 pandemic, many employers required their staff to work remotely to adjust to state mandates and guarantee their staff’ and clients’ well being and security. That resulted in a shift in attitudes about work-from-home insurance policies.

What started as a necessity has shifted to a desire. A majority of staff imagine that important parts of their job capabilities may be carried out remotely. Moreover, most staff want to proceed to work at home not less than half of the time. Market components and employers’ needs to retain their gifted, skilled staff have resulted in employers implementing distant work insurance policies.

This shift will create authorized points that employers ought to take into account.

Jurisdictional Points

By permitting your staff to work remotely, you’re doubtlessly opening up your organization to be sued in international jurisdictions the place your organization’s staff are working.

To be able to confer jurisdiction in opposition to your organization, a Courtroom should conclude that there’s both basic or particular jurisdiction over it. Particular jurisdiction refers back to the courtroom exercising private jurisdiction over a celebration arising over that occasion’s particular contacts with a discussion board state. For instance, a California enterprise with places of work solely positioned in that state could get sued in New Jersey if one of its staff was concerned in a motorcar accident in New Jersey whereas making a gross sales name within the Backyard State. Though the worker is a resident of California working for a California firm, each could also be sued in New Jersey as a result of the worker was working there when the accident occurred.

Conversely, beneath basic jurisdiction, a courtroom could assert jurisdiction over a international defendant to listen to any and all claims in opposition to it when their affiliations with the discussion board State are so steady and systematic. Therefore, if a California company has a distant worker who works full time in New Jersey, relying on the info and circumstances of the actual authorized dispute, it’s potential that the company could possibly be sued in New Jersey.

Wage and Hour Legal guidelines

Permitting your staff to work remotely might topic your organization to the wage and hour legal guidelines within the jurisdiction the place the worker performs their work. Many jurisdictions have differing legal guidelines referring to when and the way staff are paid. For instance, time beyond regulation, minimal wage, withholding taxes, timing of pay durations and paycheck disclosure necessities are ruled by the jurisdiction the place the worker is performing the providers for the corporate. Therefore, this can be very vital that firms pay their staff in compliance with native and state wage and hour legal guidelines. Failure to take action, might expose the employer to wage and hour claims. Typically these claims are “fee shifting” in favor of the worker. That creates incentives for attorneys to claim these claims on behalf of their shoppers.

Anti-Discrimination Legal guidelines

Likewise, anti-discrimination legal guidelines can differ tremendously. Permitting your staff to work remotely might topic your organization to the applying of anti-discrimination legal guidelines within the states the place they’re working. For instance, the necessities to accommodate an worker with a medical subject could differ relying on the place the worker is working. Likewise, the necessities related to holding a job open for an worker who can not work as a consequence of a medical subject or a medical subject referring to an in depth member of the family could differ. Therefore, employers should know what legal guidelines they’re doubtlessly uncovered to and perceive the legal guidelines, rules, and utility of the regulation in every jurisdiction the place its staff are working remotely.

Restrictive Covenants

Some employers make the most of contractual agreements known as restrictive covenants to retain their clients and enterprise relationships from resigning staff who go to work for opponents. Like wage and hours legal guidelines and anti-discrimination legal guidelines, the principles referring to restrictive covenants could differ relying on the state regulation governing the dispute. For instance, in New Jersey, a restrictive covenant is mostly enforceable supplied it’s cheap to scope and length and protects a reliable curiosity of the employer.

Alternatively, restrictive covenants are unlawful in California. Therefore, permitting an worker to work remotely in California for a New Jersey firm might nullify the protections afforded by the restrictive covenant. One solution to cope with this subject is to have an enforceable “choice of law” provision within the contract. One other manner is to ban staff from working remotely in jurisdictions that don’t supply the protections essential to proceed their enterprise.


Permitting staff to work remotely might consequence within the firm having to pay taxes in accordance with the jurisdictions the place the distant staff are working. Therefore, I strongly encourage employers to talk with their tax professionals to make sure compliance with native and state tax legal guidelines.

Remote work insurance policies could have important authorized ramifications. For this reason it’s important that employers perceive and cling to those typically important variations within the legal guidelines.

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