What Countries To Include In A Work From Anywhere Policy?

When building a Work From Anywhere (WFA) policy, the countries you include play a critical role in managing risk and enabling flexibility. It is best to start with countries that have low compliance complexity, where the risks related to tax, immigration, social security, and employment law are more predictable and manageable. These often include jurisdictions with bilateral agreements in place, such as double taxation treaties and social security totalisation agreements, which help reduce the likelihood of dual obligations.

Many organisations begin with a “green list“, a set of preferred countries chosen based on internal risk tolerance, operational capacity, and employee demand. These countries tend to have stable legal systems, strong digital infrastructure, and clear rules for short-term remote work or digital business travel.

Before including any country, it is essential to assess visa and work authorisation requirements, income tax thresholds, social security obligations, and local employment protections. Each of these factors will influence whether a country is a suitable option for international remote work. A carefully considered list of approved countries helps HR and legal teams offer global flexibility while maintaining compliance and protecting the business from unnecessary exposure.