Exactly, and those answers are why it’s a hurdle and a leap of faith.
The company has to adhere to labor laws in foreign countries (most likely plural if this is a general policy). That’s quite the overhead and opens you up to legal trouble.
The employee has to trust their government can prosecute or otherwise coerce a foreign company with no entity on their territory (otherwise they’d just get hired normally through the subsidiary).
LA and NJ remain two states of a common country and I'm sure that simplifies a lot of things.
Although none of this applies if the company is a multinational with offices in the employee’s country. But then that is offshoring rather than remote work.
The company has to adhere to labor laws in foreign countries (most likely plural if this is a general policy). That’s quite the overhead and opens you up to legal trouble.
The employee has to trust their government can prosecute or otherwise coerce a foreign company with no entity on their territory (otherwise they’d just get hired normally through the subsidiary).
LA and NJ remain two states of a common country and I'm sure that simplifies a lot of things.
Although none of this applies if the company is a multinational with offices in the employee’s country. But then that is offshoring rather than remote work.