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The global pandemic fostered a huge uptick in remote work as many companies were required to shut their physical offices for months. For many office employees, remote work meant finding any space to set up a laptop, be it a designated home office, a garage, a basement or even a kitchen table. For others, however, remote work meant something entirely different - an opportunity to see the world. To paraphrase the old television series, "have laptop, will travel." Indeed, the thinking behind working from literally anywhere is quite simple: if an employee’s entire work day is spent on Zoom and the employee gets the job done regardless, does it really matter if the employee is in the employee’s actual home or in, let's say, Tahiti?

A few years later, as some form of hybrid working seems to be more than a passing fad, this question is especially relevant.

A recent Bloomberg article, in part citing a study done by Topia, noted that "HR professionals often don’t know where their employees are working.” During the early (and darkest) days of the pandemic, employers were concerned about the health and, in many cases, literal survival of their employees and dependents, and the thorny issues regarding maintaining a multi-state or multi-national workforce were put on the back burner. Now, as many employers are adapting or maintaining hybrid policies, it is crucial that employers consider the following (non-exhaustive) list of potential issues:

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