Three days a week, I tie my shoes, throw on an oversize backpack with a change of clothes, and start my run to work. It is a meditative process that is utterly exhausting. Candidly, the only reason I am able to commute this way is the firm’s shift toward a hybrid-work model.

The reality is I am not alone. For more than two years, countless employees have worked remotely from the comfort of their homes and have not stepped foot into an office. Although some people debate the benefits of remote work, there is little doubt that it is the future of employment for many industries. Businesses that do not offer remote work (or some hybrid version of it) face the possibility that employees will leave for one that does.

Here are six steps that employers can take to mitigate some of the risks associated with remote work. Given that long legal lists are sometimes hard to remember, I have used a running comparison to hopefully make the steps more memorable.

1. Grab running shoes (decide which jobs can be remote):Determine which positions will be allowed to be fully remote in another state. If employees will be required to visit an office location from time to time, who is going to pay for that travel? Under the law, a business may have to.
2. Decide on a route (approve remote locations):Decide where the business is going to hire or allow current employees to work remotely. For instance, a business may not want to hire an employee in a different time zone. Some states and cities are more...

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