Work From Anywhere (WFA): Policy Definition and Examples
A company policy that allows employees to work from any geographic location without restrictions, as opposed to remote policies that may limit work to specific countries, states, or time zones.
Work From Anywhere (WFA) is a company policy that permits employees to work from any geographic location globally, without restrictions on country, state, or time zone. Unlike standard remote work policies that often limit where you can work (e.g., “US-only” or “same time zone required”), true WFA policies give you complete location flexibility. When evaluating WFA roles, look for explicit confirmation that there are no geographic restrictions, check whether you need to be available during specific hours, and understand tax and legal compliance requirements in your chosen location.
Work From Anywhere (WFA)
A work from anywhere policy is an employment arrangement that allows team members to perform their work duties from any geographic location of their choosing, without company-imposed restrictions on country, region, or time zone. WFA represents the most flexible form of remote work, going beyond traditional remote policies that may require employees to work from specific countries, states, or within certain time zones for legal, tax, or operational reasons.
- True WFA policies are rare: Most “remote” jobs still have geographic restrictions due to payroll, tax compliance, or business licensing requirements in different jurisdictions
- Time zone overlap often required: Even with location freedom, many WFA companies require employees to be available during core business hours or maintain overlap with team time zones
- Tax and legal responsibility varies: Some companies handle international tax compliance and legal requirements, while others make employees responsible for their own tax obligations as contractors or through employer-of-record services
- Compensation may be location-based or flat: WFA companies may pay the same salary regardless of location, adjust based on local cost of living, or use a hybrid approach with geographic pay bands
- Travel and equipment policies differ: WFA policies may include stipends for coworking spaces, home office equipment, or team meetups, though benefits vary significantly between companies
True WFA vs Restricted Remote
Understanding the difference between work from anywhere and other remote work arrangements is critical when evaluating job opportunities:
Work From Anywhere means you can genuinely work from any location globally. Companies with true WFA policies have established legal entities, payroll systems, or employer-of-record partnerships that allow them to employ people across multiple countries without restriction.
Restricted Remote policies are more common and include limitations such as:
- Country-specific restrictions (e.g., “Remote - US only” or “Remote - EU countries only”)
- State or regional requirements (e.g., “Must be located in California, New York, or Texas”)
- Time zone constraints (e.g., “Must work Pacific Time business hours”)
- Temporary location limits (e.g., “You can work abroad for up to 90 days per year”)
Always read the fine print in job descriptions and ask explicit questions during interviews about:
- Which countries or regions you’re permitted to work from
- Whether you can change locations frequently or must maintain a primary residence
- If there are time zone overlap requirements
- How international tax and legal compliance is handled
- Whether compensation changes based on your location
Companies with WFA Policies
Several companies have implemented notable work from anywhere policies:
Airbnb - Live and Work Anywhere: Announced in 2022, Airbnb’s policy allows employees to work from anywhere in the country where they’re employed, and live and work abroad for up to 90 days per year in 170+ countries. Compensation remains the same regardless of location within the country of employment.
Spotify: Offers a “Work From Anywhere” program that allows employees to work from virtually anywhere in the world, with the caveat that it must be in a country where Spotify has a legal entity or can use an employer-of-record service.
GitLab: As a fully remote company since inception, GitLab hires in 65+ countries and regions globally, though they don’t claim “truly anywhere” due to legal and tax compliance requirements in certain jurisdictions.
Automattic: The company behind WordPress.com employs people in 95+ countries with minimal geographic restrictions, representing one of the most geographically distributed workforces globally.
Zapier: Operates as a fully remote company with employees across 30+ countries, though they specify which countries they can hire in based on legal entity presence.
Note that even these progressive companies have some limitations based on legal compliance, tax treaties, and business licensing requirements in specific countries.
Frequently Asked Questions
Frequently Asked Questions
Can I really work from anywhere if a job is listed as WFA?
Not necessarily. "Work from anywhere" in job postings should be verified during the interview process. Ask specifically which countries or regions are excluded, whether there are time zone requirements, and if approval is needed for location changes. Some companies use "WFA" to mean "anywhere in the US" or "anywhere with reasonable time zone overlap," not truly global flexibility.
How do taxes work with work from anywhere jobs?
Tax obligations with WFA arrangements depend on your employment structure. As a W-2 employee, your company typically handles tax withholding for your location, though you may have additional filing requirements if you work across multiple jurisdictions. As a contractor (1099 or international equivalent), you're usually responsible for your own tax compliance. Some countries have tax treaties to prevent double taxation, but you should consult a tax professional familiar with international remote work before accepting a WFA position.
Will my salary change if I move to a different country with a WFA job?
This depends entirely on the company's compensation philosophy. Some companies use location-agnostic pay (same salary regardless of where you live), others adjust salaries based on local cost of living or market rates, and some use geographic pay bands with multiple tiers. Always clarify the compensation policy before accepting a WFA role, especially if you plan to relocate to a country with a significantly different cost of living.
What's the difference between WFA and being a digital nomad?
Work from anywhere is a company policy, while digital nomad is a lifestyle choice. You can have a WFA job and choose to stay in one place, or you can be a digital nomad with a job that has location restrictions (which may create compliance issues). The ideal situation for digital nomads is a true WFA policy that explicitly permits frequent location changes and doesn't require a fixed primary residence.