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., as occurred often during the 2020-21 COVID-19 pandemic), some might ask to bring a child to work to do remote schoolwork in an unused part of the workplace, or they may request additional (paid or unpaid) time off if they or family members get sick (Weber 2020).

The key purpose of intermediary platform companies is to match the supply and demand for labor by connecting gig workers and requesters who are remote from each other and wish to transact.

Boosting pay is a way finance firms with return-to-office policies are luring talent in an era where working remotely has become a popular perk, said Zaheer Mohiuddin, CEO of Levels.fyi.

Many employees who were forced out of plants and offices to remote locations are concerned about what will be required during the post-pandemic future.

Torn between their caregiving responsibilities for babies, children and, often, aging parents, many juggle a boundary-blurred home life of full-time remote work and family care.

“Remote work, hybrid work and full return to the office are still being considered by employers, but employees may need even more flexibility than employers realize,” she said, adding that a “better balance” is the No. 1 answer employees offer when asked what could improve their well-being the most.

This brings challenges when dealing with a demographically diverse and remote workforce.

Among the happiest workers were people who voluntarily switched jobs during the pandemic and individuals working in hybrid roles with a mix of in-person and remote work.

Here are some current and pending laws to keep an eye on (note that remote workers and applicants can sometimes extend a law’s reach).

You might, for example, offer subscriptions to a streaming service or the flexibility to work remote ly .