Remote and hybrid work are here to stay. Many employers were forced to permit remote work due to the pandemic. Two years later, many workers are still operating remotely (at least part time) and are hoping to make it permanent. In fact, according to an April 2021 Society for Human Resources Management study, 70% of workers surveyed said they would like to work remotely full or part time. Nearly 20% said they would look for a remote position elsewhere if their employer did not give them the option to work remotely.

Thus, many employers are continuing (or exploring) remote work, either out of necessity or as a recruiting and retention tool. If you are one of them, you want to ensure that you and your remote workers are set up for success.

Legal Obligations

As with any other aspect of running a business or having employees, there are numerous legal considerations involved in maintaining a remote workforce. This is especially true for companies in highly regulated industries, such as banking and finance.

For example, some things to keep in mind when implementing a remote work program include:

• Tax requirements, especially if the remote workers are located in other states.
• Confidentiality and data security requirements, including obligations under the Gramm-Leach-Bliley Act and FTC guidelines. Companies need to ensure all confidential information (including customer information) is kept confidential even though an employee is working remotely.
• Equal Employment Opportunity...

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