It is not a secret that many employers and employees found themselves in remote working relationships because of COVID-19. As it became apparent that the pandemic was not going to be a short-term interruption in our work lives, some employees made dramatic changes in their work location. Some moved to the beach, some chose an extended stay at the cabin in the woods, and others may have moved to be closer to their family. Perhaps, you have had this experience and, as an employer, you were surprised to learn the location of some of your employees. Now working remotely is here to stay.

Here are 10 things you need to know about the employment law and tax consequences of remote work.

1. Draft a Remote Working Policy or review and revise an existing policy. The pandemic created an immediate need for employees to leave the workplace and perform work remotely. Some employers already had existing "telecommuting" policies and procedures, while others did not. The ones that didn't have policies or procedures had to implement remote working policies based on pandemic-driven issues. As employers are now reviewing whether to allow employees to continue to work remotely, they should review existing remote aka telecommuting working policy and procedures, as well as remote working agreements.
2. A Remote Working Policy is for the employer's benefit, not the employee. A remote working policy should reiterate that the arrangement is not an entitlement, is not necessarily a company-wide benefit,...

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