One factor not mentioned here is that remote workers, though sometimes paid somewhat more overall than their on-site peers, are usually paying for the employer’s savings on premises, equipment, insurance, etc. as well as self-funding the usual employee benefits. Once those factors are taken into account, the remote worker is often earning less for those longer hours.

Also not mentioned is the fact that in theory, a remote worker should not count as an independent contractor (i.e., one to whom the above conditions legally apply) while working for a sole or main employer who exerts control over schedules and methods and otherwise manages the worker. It is unfortunately quite common in many industries to designate remote – or even on-site – workers as independent contractors to save the costs of normal benefits while exerting tight control and demanding 24/7 availability. Some get away with it. Others find themselves audited and penalized by tax authorities and/or sued by workers under applicable labour laws.

Developers and others who can see the benefits of remote work should nonetheless think about what extra costs and loss of benefits are involved in the deal, and negotiate or walk away if the conditions are abusive.