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Remote work compliance is more important than ever. Since the start of the pandemic, many companies have adopted a permanent remote-first work policy that is likely to become the norm soon. In fact, by 2025, 75 percent of the workforce will work remotely at least five days a month.

While there are few laws that apply to temporary work-from-home arrangements, many countries have started introducing legislation around remote work.

Here are some of the legal issues companies should take into consideration as they work to implement a compliant remote-first work policy.

Issue #1: Data compliance (privacy and security)

Data compliance should be at the top of a company’s priorities. When dealing with sensitive data — including client information — it is crucial to ensure the privacy and security of the information employees have access to and use. Another issue is when data is transferred internationally. Is your company complying with GDPR regulations?

What you can do:

Define privacy and security policies that cover software, hardware, information, and access control.
Have employees use a Virtual Private Network (VPN) service that keeps web browsing secure, especially for remote workers who use public Wi-Fi.
Encrypt confidential information.
Set up a two-factor authentication for every device.

When dealing with sensitive data — including client information — it is crucial to ensure the privacy and security of the information employees have access to and use.

Issue #2: Payroll compliance

Payroll compliance is a common challenge companies face when they have remote employees. Companies must understand the employment and labor laws in every country they hire in to ensure they are paying employees in accordance with those laws.

What you can do:

Check every state or country’s requirements regarding:

Minimum wage
Overtime and work hours laws
Leaves
Pay frequency
Benefits
Insurance
Taxation

Find experts to help your company stay informed about local laws and regulations.

Issue #3: Health and safety

Protecting employees’ health and safety has become more difficult for companies since going remote. However, even if employees are not physically working in an office, the company is still responsible for keeping them healthy and safe.

What you can do:

Identify potential hazards and implement measures to control and mitigate risk.
Set up a system for reporting injuries or incidents, and ensure workers know how to use it.
Provide health and safety training and encourage employees to take the necessary precautions.
Mental health is also important to pay attention to. Employers should ensure employees are taking breaks and rest periods.

Issue #4: Equipment

It is important to set up employees with the necessary tools and equipment to perform their work. In some countries, employers are required to provide employees with reimbursement or a stipend for costs incurred while teleworking.

What you can do:

Provide the resources employees need to work from home.
When the company is not able to provide the equipment, it is necessary to establish an agreement with the employee and reimburse any expenses incurred.
Comply with local remote laws requiring extra compensation for electricity, phone, and internet services.

Issue #5: Intellectual property

In addition to protecting sensitive data, companies should also prioritize the protection of the work their employees produce, including authorship, inventions, and designs. International intellectual property (IP) protection is a key factor to consider when hiring remote workers.

What you can do:

Register IP in the countries your employees are located.
Add a non-disclosure clause as a part of the employment contract and ensure the terms are clarified and understood.

To avoid these issues, companies should establish and implement an official remote work policy.

Remote work policy

It is extremely important to define a set of rules and guidelines to regulate and manage remote workers.

A remote work policy should include:

Company rules
Working from home does not exempt employees from the conditions and policies that apply to them in the workplace. To prevent confusion, it’s best to clearly state this within the company’s remote guidelines.
Work expectations and employee performance
Define guidelines around schedules, deadlines, reports, and tasks. It’s also important to explain how you are going to measure performance and productivity, as well as the metrics that are important for each role.

Data privacy and intellectual property clauses
Ensure employees sign a confidentiality agreement and understand the importance of protecting the company’s information.

Compensation and benefits
Clarify that employees are entitled to the same compensation and benefits as in the workplace. Also, note if there will be additional remuneration for electricity or internet costs.

Communication guidelines
Ensure employees are familiar with the communication tools your team uses. Define any expectations for online availability during work hours and emphasize the importance of check-ins and meetings to maintain smooth communication with your team.

Building your remote team internationally?

If you need assistance with remote work compliance, Globalization Partners can help. As an Employer of Record, we take on the legal responsibility for your global team members and allow your company to hire in 187 countries – no entity needed.

Read More: What Is an Employer of Record?

Cover image: Source

This article first appeared on Globalization Partners blog on March 2021.