Remote Work Rights – 13 States Where Your Employer Must Pay for Your Home Office
Working from home has become a normal part of life for millions of Americans. But here’s something many remote workers don’t know: in some states, your employer is actually required by law to pay for the costs of setting up and maintaining your home office. That’s right — your internet bill, your office supplies, even your phone calls could be your employer’s responsibility.
If you’ve been quietly absorbing these costs on your own, it might be time to find out whether your state has laws that protect you. Below, we break down the 13 states where remote work expense reimbursement laws are either clearly established or strongly supported by existing labor regulations.
Why Remote Work Expense Laws Matter
When you work in a traditional office, your employer provides everything you need — the desk, the computer, the internet connection, the coffee (sometimes). But when you work from home, those costs often quietly shift onto you. Over the course of a year, that can add up to hundreds or even thousands of dollars.
Remote work expense laws exist to make sure that shift doesn’t happen unfairly. The basic idea is simple: if your employer requires you to work from home, they should pay for the tools and services you need to do that work. These laws are rooted in a broader principle that employees shouldn’t have to spend their own money just to do their jobs.
Understanding these laws can help you:
- Know your rights as a remote worker
- Avoid paying out of pocket for work-related expenses
- Have an informed conversation with your HR department or employer
- Avoid potential legal issues if you’re an employer with remote staff
The 13 States With Remote Work Expense Reimbursement Requirements
While federal law doesn’t currently require employers to reimburse remote work expenses (as long as pay doesn’t fall below minimum wage), a growing number of states have stepped in with their own protections. Here are the 13 states where these rules apply:
1. California
California has one of the strongest employee expense reimbursement laws in the country. Under California Labor Code Section 2802, employers must reimburse employees for all necessary expenditures or losses that are directly related to their job duties. This clearly includes remote work expenses like internet service, phone usage, and office supplies when an employee works from home — whether by choice or requirement.
2. Illinois
Illinois passed the Wage Payment and Collection Act, which requires employers to reimburse employees for all necessary expenses that are directly connected to job duties. The law applies when those expenses exceed $5 in any monthly period. Remote workers in Illinois can expect reimbursement for items like equipment, internet, and phone bills tied to their work.
3. Iowa
Iowa’s wage payment laws require employers to cover expenses employees incur while doing their jobs. While the state’s rules are slightly less detailed than California’s, the general obligation to reimburse necessary work-related expenses still applies to remote workers in Iowa.
4. Massachusetts
Massachusetts has strong labor protections that require employers to reimburse workers for expenses that are essential to their job performance. Remote employees in Massachusetts should be covered for home office costs that they cannot reasonably be expected to absorb themselves.
5. Minnesota
Minnesota law requires employers to reimburse employees for business expenses when those costs are directly connected to job duties. This includes situations where an employee works remotely and needs to pay for internet service or communication tools to do their work effectively.
6. Montana
Montana’s Wage Payment Act includes provisions that require employers to pay back employees for expenses incurred as a necessary part of their jobs. Remote workers in Montana who spend money on tools or services required by their employer should be reimbursed under this law.
7. New Hampshire
New Hampshire law includes expense reimbursement requirements that apply to work-related costs. Employers in the state are generally expected to cover legitimate expenses that employees take on to perform their job duties from home.
8. New York
New York’s Labor Law and Wage Theft Prevention Act include protections that apply to remote workers. While the state’s rules are somewhat more nuanced, New York employers are generally expected to reimburse employees for expenses that are necessary and directly related to their work — including home office costs in many situations.
9. North Dakota
North Dakota requires employers to reimburse employees for expenses that are directly required by the nature of their job. This can include costs associated with remote work when an employer mandates that an employee work from home.
10. South Dakota
South Dakota has wage payment laws that include expense reimbursement provisions. Employers in the state are expected to cover necessary costs that employees incur in the course of doing their jobs, which can extend to remote work-related expenses.
11. Washington D.C.
Washington D.C. has enacted the Wage Theft Prevention Amendment Act, which includes protections for employees related to expense reimbursement. Remote workers in D.C. have meaningful legal backing when it comes to claiming reimbursement for home office costs.
12. Seattle, Washington
While not a state-level law, Seattle has its own set of employment ordinances that require expense reimbursement for workers within city limits. Seattle employees — including those working remotely — have additional protections on top of general Washington State labor laws.
13. Colorado
Colorado’s COMPS Order (Colorado Overtime and Minimum Pay Standards) includes language about expense reimbursement that applies to remote workers. Colorado employers are required to ensure that necessary work expenses don’t bring an employee’s pay below minimum wage, and the spirit of the law extends to covering legitimate home office costs.
What Types of Expenses Can Be Reimbursed?
The specific expenses covered can vary depending on your state’s laws and your employer’s policies, but generally speaking, the following types of costs are often considered reimbursable for remote workers:
- Internet service: If you use your home internet for work, a portion of your monthly bill may qualify for reimbursement.
- Phone bills: Work-related calls and data usage on personal phones are often covered.
- Office supplies: Paper, pens, printer ink, and similar items used for work can qualify.
- Equipment: Monitors, keyboards, mice, and headsets that your employer hasn’t provided.
- Software and subscriptions: Any work-required apps, programs, or online tools you pay for yourself.
- Ergonomic furniture: In some cases, desks or chairs that are necessary for safe and effective work may be covered.
It’s important to note that most laws focus on expenses that are necessary for the job. You generally can’t claim reimbursement for luxury items or things you’d buy anyway, even if you also use them for work.
How to Make a Reimbursement Claim
If you believe you’re entitled to reimbursement under your state’s laws, here are some practical steps to take:
- Document everything: Keep all receipts and records of work-related expenses. Note the date, the cost, and how the expense relates to your job.
- Review your employment contract and company policy: Some employers already have reimbursement policies in place. Check if yours does before making a formal request.
- Talk to HR or your manager: In many cases, a simple conversation is all it takes. Bring your documentation and be clear about what you’re requesting and why.
- Know your state’s laws: Being informed makes a big difference. If you know what the law says, you’re in a much stronger position during any discussion.
- Seek legal advice if needed: If your employer refuses a legitimate reimbursement request, consider speaking with an employment attorney or contacting your state’s labor department.
What About States Not on This List?
If your state isn’t listed here, that doesn’t necessarily mean you’re out of luck. Some employers voluntarily offer reimbursement programs regardless of state law. It’s also worth checking whether your city or county has its own employment ordinances that provide additional protections.
Additionally, federal law under the Fair Labor Standards Act (FLSA) does require that work expenses don’t reduce an employee’s pay below the federal minimum wage. So while the federal government doesn’t mandate full reimbursement, there is a floor of protection that applies everywhere in the country.
You can also negotiate reimbursement as part of your employment agreement. Many companies are open to covering reasonable work-from-home expenses even when they’re not legally required to do so, especially in competitive job markets where attracting and retaining talent is a priority.
Tips for Employers With Remote Teams
If you’re an employer with staff working remotely in any of the states listed above, it’s important to have a clear and documented reimbursement policy. Not having one doesn’t protect you from liability — it can actually make legal disputes more complicated.
Here are a few best practices for employers:
- Create a written remote work expense policy that clearly outlines what is and isn’t covered
- Communicate the policy to all remote employees upfront
- Set up a simple process for submitting and approving expense claims
- Review your policy regularly to make sure it stays compliant with any changes in state law
- Consult with an employment attorney if you’re unsure about your obligations in specific states
The Bigger Picture: Remote Work Rights Are Evolving
The legal landscape around remote work is still developing. As working from home has become more common, lawmakers across the country have been paying closer attention to the gap between traditional workplace protections and the realities of home-based work.
More states are likely to introduce or strengthen expense reimbursement laws in the coming years. Staying informed about changes in your state’s employment laws is one of the best things you can do to protect yourself as a remote worker.
The bottom line is this: if you’re working from home because your employer expects you to, you shouldn’t have to pay for the privilege out of your own pocket. In 13 states — and growing — the law agrees with you.
Final Thoughts
Remote work has opened up incredible opportunities for flexibility, but it also comes with financial responsibilities that aren’t always visible. Understanding your rights under your state’s employment laws is the first step toward making sure you’re not quietly subsidizing your employer’s business costs.
Whether you’re an employee looking to recover legitimate expenses or an employer trying to stay compliant, the key is to stay informed, keep good records, and communicate clearly. The rules around remote work rights are only going to become more important as more people continue to work outside of traditional office settings.
Take the time to learn what applies in your state. It could save you — or cost your employer — a significant amount of money over time.
