HR Q&A – Can we limit which states our remote employees work in?

Yes. In general, you can determine work locations for your remote employees and choose not to hire or employ anyone in specific states. Business and operational costs as well as state or local employment laws may factor into this decision. If you do decide to limit which states your employees can work in, we recommend including this information in your job postings. This should help streamline the recruiting process by reducing the number of applications received from states where you don’t intend to hire. You should also make current employees aware of any restrictions on where they can work.

In addition to making sure remote employees have access to the technology and resources they need to be productive, you should also take into account any state or local laws that may affect their time off. For instance, some states require employers to provide paid sick leave while others do not. If your business policy is more generous than what’s required by law, you should make sure your employees are aware of the additional benefits they receive. This will help ensure that everyone is on the same page when it comes to taking time off.

Finally, keeping track of each employee’s time off can be a challenge if you have remote staff in multiple states. To ensure that all leave requests are handled appropriately and fairly, we recommend investing in a comprehensive leave tracking system. This will make it easier to manage and approve employee requests and help you stay compliant with applicable laws. With the right tools at your disposal, managing remote employees’ time off should be effortless.

You can learn more about remote workplaces on our HR platform and also can ask your friendly APlus CSS to direct you to the correct information source.

This Q&A does not constitute legal advice and does not address state or local law.