How to Manage Paid Leave for Remote and Hybrid Workers

With employees working from anywhere, it’s vital for employers to know their exact locations, especially for fully remote workers. That’s because many paid leave laws apply only for employees working in certain jurisdictions. And the growth of more flexible working arrangements also has prompted some employees to move and not inform their employer. Make sure you have processes in place to know where your workers are located.

The intricacies of paid leave management for remote and hybrid workers also means knowing whether you’re a covered employer. Some paid leave laws only apply to employers of certain sizes. And even that can be complicated. For a law in Washington, the size of the employer is determined by taking the average number of employees over the last four completed calendar quarters on Sept. 30 of each year.

What if you have an employee who works hours in a different state and only comes into the office once a month? Do you have traveling sales professionals who focus on certain regions? Employers should ensure they are tracking the exact number of hours worked by jurisdiction, as many paid leave laws have a certain number of hours that must be hit before benefits are triggered.

OK, you have a handle on where your employees are and what leave laws apply. Now come the details. One of the more challenging aspects of applying paid leave laws is knowing the incremental use amounts, the number of consecutive hours an employee may take under a statute. It’s different everywhere. Some allow two-hour increments. Others four. Some even allow one hour of leave to be used.

Some jurisdictions allow employees to take leave for any reason – not just for sick leave. And in Nevada, for example, employees are not required to provide a reason to their employer when they want to take their paid leave.