Countries With Relevant Policies/Strategies Relating to Remote Work:
At European Union level, telework is regulated through the framework directive and other directives relating to working conditions (such as the Working Time Directive) and occupational safety and health (OSH). But despite this, there is no single, specific piece of legislation in the EU directly related to telework. Instead, it is regulated at national level through statutory legislation, social dialogue, and collective bargaining.
However, the EU Framework Agreement on Telework is at the heart of the European approach to teleworking, an autonomous agreement between social partners formulated in 2002. The document provides a definition of telework as a “form of organising and/or performing work, using information technology, in the context of an employment contract/relationship, where work, which could also be performed at the employer’s premises, is carried out away from those premises regularly.
These responsibilities include ensuring that the teleworker benefits from the same rights as on-site workers while also considering the particularities of teleworking. It also underlines that the employer is responsible for the teleworkers’ occupational safety and health, especially regarding working conditions and the use of tools such as VDUs (visual/video display unit). The agreement clarifies that teleworkers are entitled to request inspection visits to ensure that their working space is fit for purpose and ergonomic. It also establishes basic rules around work organisation, training, data privacy, and equipment.
In the United States there isn't a federal law specifically governing remote work strategies or policies. However, certain aspects of remote work may fall under existing labour laws and regulations, such as those related to workplace safety, hours of work, and accommodations for disabilities.
One of the best states to telework is Delaware. It is often called one of the NOMAD states in the US. The traditional pre-pandemic office work model has been abandoned by the state in favour of remote work. Additionally, Delaware has put in place an Alternative Work Arrangement Policy that recognizes the advantages of flexible work schedules. Moreover, Delaware follows a "convenience of employer" rule when taxing nonresidents, which means that your income is attributed to the location of your assigned office. If you were to work remotely for a Delaware employer, your income would be subject to Delaware taxes.
Source: https://hr.uw.edu/policies/flexwork/#:~:text=An%20alternative%20work%20arrangement%20is,hour%20workdays%20during%20the%20week.
Indonesia recently implemented the remote worker visa. The Remote Worker Visa (E33G) program came into effect from April 1, 2024, implemented by the Indonesian government.
The visa enables qualified foreign individuals to live in Indonesia and work remotely for their overseas employer for a maximum of one year, with the possibility of renewal for an additional year. To be eligible, applicants must be employed by a foreign company based outside of Indonesia, have a minimum annual income of at least USD 60,000, and provide evidence of adequate funds, among other requirements.
The Remote Worker Visa aims to draw in international expertise to support the recovery of the Indonesian economy following the COVID-19 pandemic.
Source: https://www.fragomen.com/insights/indonesia-remote-worker-visa-implemented.html