Without being an expert: I know large companies that have a remote-first, fixed country policy, but allow exceptions under special circumstances (e.g., for fami

Without being an expert: I know large companies that have a remote-first, fixed country policy, but allow exceptions under special circumstances (e.g., for family reasons). My assumption is that if one wants to support an employee in a good way, it's worth the paperwork in case of such special circumstances, but it's an unacceptable risk to allow it by default and try to play catch-up as a substantial part of the workforce moves around the globe.