The coronarvirus pandemic forced many companies and organizations to shift employees to remote work, but now that the country is easing up on pandemic restrictions, it has become very clear that many employees like the flexibility of working from home. Many do not want to come back to the office, having proved to themselves and their employers that they can do their jobs from anywhere. But what are the human resources, legal and tax implications of maintaining a remote workforce?

“Remote work has many advantages for both employees and employers,” said Kathy Gardner, vice president of communications at FlexJobs in Boulder. “In fact, our latest survey found 57% of people said they’ll leave their job if they can’t have remote work options moving forward.”

That’s why it is important that employers thoughtfully execute their remote-work policies. Otherwise, they will “face some common HR hurdles and challenges, including conflicts with scheduling, establishing trust within teams, practicing proactive and effective communication, and cultivating and maintaining strong company culture from a distance,” she said.

Attorney Kathleen Alt, a partner and co-chair of Berg Hill Greenleaf Ruscitti’s employment practice, said that when organizations decide to allow employees to work from home, they must first determine who in the organization qualifies for the privilege and how often it is allowed. That determination “should be based on a legitimate, objective business reason. The reason...

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