Guide to remote work

Key takeaways

• Offering remote work multiplies your talent options: Building a remote workforce is a way to overcome local talent shortages.

• Remote workers need connection and clarity: Regular check-ins, collaboration tools, and clear guidelines make remote work possible.

• Compliance is essential: An employer of record (EOR) minimizes the risk of hiring across borders. 

Remote work lets you hire the best person for the job, regardless of where they live. When the world becomes your talent pool, in-demand skills are at your fingertips.

Let’s take a closer look at what working a remote job means and why it's an option worth offering.

What is remote work?

Working remote means performing job duties outside a traditional office. Remote employees can work from anywhere — at home, in a coffee shop, or at a library. Some remote team members use coworking spaces that they share with employees from other companies.

While many jobs can be performed remotely, certain positions may require employees to be on-site some of the time.

Why do people choose remote jobs?

Many people prefer working remotely because it's flexible, lets them live where they want, and eliminates commuting.

According to a 2025 Harvard Business School survey, 40% of workers would take a pay cut of 5% or more to work remotely. In the U.K., employees would sacrifice 8% of their annual salary for a flexible work setup.

Types of remote work structures

Companies that want to offer remote work options can choose from several types of setups:

1. Fully remote: Employees who are fully remote never go into an office. They always work from their preferred workspace. In some cases, the company might not even have a central office or main headquarters.

2. Hybrid: Hybrid employees split their time between their personal workspace and the office. How frequently employees work remotely or in-office depends on their preferences and company policies.

3. Remote work optional: Some companies offer the option of working remotely for special circumstances, but strongly prefer employees to be in the office as much as possible. The remote work option might be something employees use when they have a sick child at home or other household obligations.

4. Temporarily remote: Companies might work remotely based on need. In a temporarily remote environment, there’s the understanding that employees will return to the office eventually.

What jobs can a remote employee do?

Most jobs that involve computers, like finance, technology, and digital marketing, can be done remotely. According to FlexJobs, the most commonly posted remote jobs include:

• Software engineer

• Accountant

• Product manager

• Executive assistant

• Financial analyst

• Customer service representative

• Customer success manager

• Accounting manager

• Product designer

• Writer

Many jobs that used to require an in-person presence can now be performed remotely, thanks to technology. Personal trainers can coach clients via Zoom. Tour guides can lead virtual museum walks. Therapists can offer telehealth sessions.

As long as you have a stable internet connection, most jobs can be done remotely to some capacity.

Pros and cons of remote work

If you're interested in building a distributed workforce, here are the benefits and drawbacks of remote working.

Pros of offering remote work

1. Attracts more candidates: Most job seekers want to work from home at least some of the time. You'll likely see more applications from qualified candidates if you offer a remote option. Remote work also cuts out relocation logistics, visa processing — like H-1B visas — and immigration delays, allowing you to hire skilled people anywhere in the world much faster.

2. Leads to greater productivity: Remote employees can work during their peak productivity hours and rest when energy dips. They often have fewer distractions from colleagues and can start the day without the stress of a commute.

3. Reduces expenses: Going partially or fully remote can help you save money by cutting office rental costs and visa sponsorship expenses.

4. Gives you more hiring flexibility: Going remote expands your hiring radius. You’re no longer limited to local talent pools and physical offices.

5. Encourages work-life balance: Many factors contribute to burnout, but lack of downtime and long commute times are two major factors. The time saved from commuting can go toward exercise, house chores, sleep, and other healthy habits that promote wellness.

Cons of offering remote work

1. Technological difficulties: Employees may be unable to work if they lose internet connection or your company’s system is down.

2. Lack of face-to-face interaction: Some remote employees never get to meet their colleagues in person. The lack of face-to-face interaction can make teams feel isolated or lonely, which can reduce engagement.

3. Delayed responses: When employees work face-to-face, they can ask questions in real time. In a remote work environment, there's often a delay.

4. Trust issues: Remote work requires trust. Supervisors can’t walk through the office and see what their employees are working on. The shift from measuring presence to measuring output can be challenging for some managers.

Best practices for building and managing a remote team

Follow these best practices to build and manage remote teams anywhere:

1. Create a work-from-home policy

Establish clear guidelines for working from home. Add your work-from-home policy to the employee handbook so all global remote workers can easily access it. Guidelines can cover:

• Eligibility requirements

• Response times 

• Availability requirements

• Overlap hours for collaboration across time zones

• Equipment rules

• Data security protocols

• Overtime and break rules

As you create the policy, consider local labor laws and ensure it complies with every location you hire in. Many countries have remote work laws that must be followed to avoid fines.

For example, remote workers in Spain have the “right to reimbursement and compensation of expenses.” This means employers must pay for the equipment and tools the employee uses to work remotely. Employers in Poland are also required to provide the tools and materials to perform remote work.

Including country-specific rules in your employee handbook helps you comply with labor laws everywhere. Use G-P Gia^™, our agentic AI for global HR compliance, to generate a work-from-home policy in minutes.

2. Set up a remote onboarding process 

Create an onboarding process for remote hires. An onboarding process streamlines the HR workflow and ensures compliance with labor laws. It also gives new employees the clarity and tools to be productive faster.

Define timelines to ship equipment, like laptops, so they arrive before the new employee's start date. You can also schedule video calls to introduce new hires to the team.

Give new employees access to a user-friendly training platform, so they have everything they need to succeed in their role.

Be sure your HR team pays close attention to compliance during onboarding. Focus on employee classification, local labor laws, and data privacy regulations. Also, make sure the new hire understands the employment terms, their benefits, and job expectations during onboarding.

3. Standardize communication tools

Strong communication is essential for remote teams to collaborate, connect, and produce good work. Give your team the resources they need to work together.

Use video platforms for face-to-face interactions, like Google Meet or Zoom. Set up other important communication tools like email, cloud-based file sharing, project management, and instant messaging tools.

Everyone should have access to the same technology, no matter where they're located.

4. Set clear expectations and outcome-based KPIs

Every team member should know what's expected of them. Establish key performance indicators (KPIs) from day one. These metrics can focus on outcomes like the number of projects completed or quality scores. 

It's important to measure success by results, not by how many hours employees put in. By focusing on outcomes, you show employees that you trust them to manage responsibilities on their own.

Use check-ins and performance reviews to track progress. Make sure employees have the resources to hit their goals.

5. Foster connection

Check in with team members daily through a quick email or instant message. Use regular video meetings to give feedback, offer support, and connect on a personal level.

It's also important to schedule time for team members to connect with each other. Encourage collaboration or host team-building activities to strengthen relationships and boost morale.

Try to schedule meetings at a time that doesn't require employees to work beyond their scheduled hours. That may mean considering different time zones or finding overlap hours. 

Common pitfalls of remote work

Managing a remote workforce can come with surprises. Be aware of the following:

1. Noncompliance with labor laws

Hiring remote workers in other countries requires following different labor laws. For example, France has “right to disconnect” laws that allow employees to ignore after-hour emails and calls. In Mexico, employers must reimburse employees for proportional internet and electricity costs.

Labor laws can be complex and hard to keep track of. G-P EOR allows you to build your global team in 180+ countries, without the stress of compliance.

2. Payroll errors

Paying employees across borders is more challenging than domestic payroll. You must navigate different currencies, tax laws, exchange rates, and bonuses, like 13th-month pay.

Payroll mistakes can lead to fines and employee dissatisfaction. G-P EOR solves this problem by automating global payroll with 99% accuracy. We make sure your team is paid correctly and on time.

3. Employee stress and burnout

Gallup reports that fully remote and hybrid employees are more likely to experience stress than on-site workers.

Remote employees also commonly work beyond scheduled hours. This throws off their work-life balance and increases exhaustion and burnout.

Help employees manage the challenges of working remotely by encouraging them to follow a routine and take scheduled breaks. Promote social interaction to reduce loneliness and support well-being.

4. Miscommunication

Messages can get lost when teams rely on instant messaging and email to communicate.

Promote video calls as a way to clear up confusion or complex topics quickly. Clarify when to use which tool and encourage remote employees to be clear in their communications. For example, emails should be specific and clearly explain the “what” and the “why” of a topic.

5. Mismanaging employee relocation

Employee relocation can trigger legal issues. Employees must get a standard or remote work visa before working in a different country.

An EOR can help with managing global mobility. At G-P, we sponsor standard employment visas in key global locations and handle the paperwork so you don't have to.

Use G-P EOR to hire remote workers globally

Remote work is here to stay. With G-P EOR, you can grow your remote workforce — without the growing pains.

G-P EOR simplifies hiring, onboarding, payroll, and HR. With our technology, you can build international teams in 180+ countries, with no entity setup required, all while remaining compliant with labor and tax laws.

Book a demo today.