Starting in 2021, the number of New Hampshire remote workers has grown exponentially because of Covid, and many New Hampshire employers have increasing permitted their employees to work remotely — i.e., from their homes — unless their working in the employers’ office is indispensable.
But what if a potential employee’s home is not in New Hampshire and the potential employee doesn’t want to move to New Hampshire? This situation may arise because of personal or family concerns of the employee or because of the $440,000 mean sales price for New Hampshire single-family homes and the lack of affordable rental options in New Hampshire.
If you’re considering hiring such an employee, you need to know the legal risks in doing so. Below is an overview of a few of these risks and how to address them.
This column is based in part on an excellent recent article in the New Hampshire Bar News by Brian Bouchard of Sheehan Phinney, a New Hampshire lawyer who handles, among other things, employment litigation. You can contact Brian by phone at (603) 627-8118 or by e-mail at [email protected]. However, the responsibility for any errors in this column is mine alone.
In this column, I’ll assume for concreteness that the remote employee in question is a woman named Mary Jones and that Mary resides and will work for you from her Illinois home.
Your biggest risk in hiring Mary will probably be that if your employment relation with her doesn’t work out, she will file an employment claim...
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