In 2019 almost a quarter of the workforce worked remotely. This percentage has risen drastically due to the 2019 novel coronavirus (COVID-19) pandemic. Moving into 2021, it is predicted that many companies will either extend or permanently allow remote work.  If you are continuing to allow remote work, you should consider the following questions:

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• Have you updated your HR policies regarding remote work such as your telecommuting policy?

• Have you taken steps to mitigate risk and ensure compliance with applicable laws regarding data protection and data privacy?

• Have you communicated your expectations to employees regarding data protection and data privacy?

• Have you updated your customer facing privacy policies based on how information is now handled by your remote workforce?

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Now is the time to consider how shifting to a remote workforce will impact your current HR and business practices, and to update any internal and external policies to reflect this shift. For assistance, please contact one of our attorneys in our Business Practice Group or the Labor & Employment Practice Group.