Remote work has become so common, it’s easy to forget that it’s relatively new.
In 2019, only 7% of the U.S. workforce worked from home. Then COVID-19 hit, sending employees home out of necessity. Cue new technology and talent shortages, and after social-distancing mandates lifted, many businesses stayed the course, letting talent work where they wanted. Per Forbes, today more than 30% of employees work remotely full-time; another 22% enjoy partial remote work structures. Those numbers fluctuate –often to much debate – as new norms for businesses continue to evolve.
But while remote work has quickly become a norm for many industries, it has also brought unexpected HR challenges. From navigating multi-state compliance laws to maintaining employee engagement, HR solutions for remote teams have never been more critical in shaping the future of the workplace.
The good news? Remote work and human resources management can co-exist harmoniously – if HR administrators understand and stay ahead of critical aspects of managing a remote workforce. Here are four areas of HR that leaders need to look at with fresh eyes when their workforce is fully or partially remote:
Because employee law is influenced by a company’s location and an employee’s place of residence, the remote work revolution has tasked many businesses with the job of managing employees across multiple jurisdictions – a reality historically reserved for large corporations, and more complex than meets the eye. Say, for example, a Pennsylvania business hires an employee based in Idaho (or an existing employee relocates there). For as long as that one employee is Idaho-based, the Pennsylvania business must abide by applicable Idaho-specific employee-related laws and any local laws and regulations. This reality can be dizzying when applied to an entire staff, as laws related to sick time, leaves of absence, training requirements, payroll practices, and more can vary greatly from state to state, county to county, sometimes even town to town. Missing requirements can result in fines and legal expenses.
A key step to outpacing these complexities: As soon as an employee is hired in (or relocates to) a state or jurisdiction that’s new to your business, register as an employer there. Then, embark on the (often more arduous) task of hunting down employer requirements in those states and jurisdictions. Unfortunately, there’s no one-stop resource for accessing requirements at state and local levels. HR administrators should check state and city websites to see if they outline employment law; if they don’t, contact relevant state agencies as needed.
Once laws are understood, set up any state-specific taxes and benefits, procure any state-mandated new hire documents and posters, and update employee handbooks (or create handbook addendums) to reflect the requirements of the new location.
Remote employees often report feeing disconnected from coworkers and company culture, especially when some employees still work onsite. Remember, keeping employees engaged is key to productivity, retention, and morale – in any scenario, and especially when employees are far-flung. HR professionals should engage with departmental management to find ways to foster connection and engagement across and among staff. “Cameras on” standards for team meetings are one tactic some companies find helpful. Socially, consider ways to replace proverbial “water cooler talk” that once kept employees conversationally connected. Annual in-person retreats, messaging app channels (like Slack and Teams) devoted to shared personal interests, and virtual company-wide book clubs are all emerging workplace norms. Our organization, myHR Partner, has a daily lunch-time virtual walk that any employee can join – a chance to connect with co-workers more casually while moving!
Health benefits best practices have been dramatically impacted by remote work. Consider: Do your medical, dental and vision benefits feature nationwide networks that offer a variety of provider options no matter where an employee is located? Are those benefits widely accepted in all geographic regions where your employees are based?
Identify and rectify any benefits gaps and consider additional outside-the-box benefits that specifically support a remote workforce – for example, internet reimbursements, flexible hours, or a flat dollar amount given to a new hire (or annually to tenured hires) to invest in home office furniture or décor.
There’s a good chance your company’s HR policies were developed with an in-office workforce in mind. If your staff is no longer fully onsite, prioritize a full review of your employee handbook (and the policies and procedures that inform it) through the lens of your remote setup. Do standards still make sense now that some or all of your team work offsite? Are new policies needed to address remote work expectations? Now is the time to align your business’s day-to-day reality with expectations.
Overwhelmed by human resources for a remote workplace? Turn to the expert team at myHR Partner. Every day we administer human resources for remote workforces (including our own!), ensuring compliance and providing HR solutions for remote teams, all tailored to boost your company’s unique culture and goals.
Reach out today for a free myHR Partner consultation.