When scanning the job sites for remote jobs, you’ll often see a note that says you must work in one of a specific group of states. Since the job is remote, that shouldn’t matter, right? Except it does.
Here’s Five Fast Facts Remote State Exclusions:
- 🧾 Licensing - A company with remote workers needs a business license in the state where those workers are located. They’ll also need to register with local and state tax agencies in every state they have employees. That’s a lot of paperwork and fees.
- 📝 Insurance - Companies must also provide workers’ compensation and unemployment insurance for every employee. Again, laws differ by state, so it’s a huge headache in the making.
- 🖥️ Leave - It gets worse. Every state has different laws for things like paid leave and mandatory breaks. Figuring out who gets what when is a logistical nightmare.
- 🕗 Time - Thanks to time zones, working hours are different across the country. If there’s a standup meeting first thing in the morning on the East Coast? Employees on the West Coast aren’t going to be at their best.
- 💻 Transparency - Different states have different laws regarding pay transparency. This is another case where trying to figure out who knows what isn’t an easy situation. There’s also the fact that most companies, no matter what they say, do not like their pay structure being open to the world.
🔥Bottom line: Being an HR Specialist in a company that allows remote workers sounds like a complete nightmare. It makes it a bit easier to understand why some places aren’t too thrilled about remote hires.
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