| Right-to-disconnect law | No statewide law |
| Electronic monitoring disclosure | Required by statute |
| Expense reimbursement mandatory | Mandatory by statute |
| State personal income tax | No state income tax |
New Hampshire has no right-to-disconnect statute.
New Hampshire is an all-party (two-party) consent state for recording communications under RSA 570-A:2. Employers monitoring or recording phone calls with NH participants must obtain consent from every party. No general electronic-monitoring notice statute applies to email or computer activity, but the strict wiretap rule on calls is one of the most worker-favorable in the country.
NH RSA 275:57 requires that "an employee who incurs expenses in connection with his or her employment and at the request of the employer, except those expenses normally borne by the employee as a precondition of employment, which are not paid for by wages, cash advance, or other means from the employer, shall be reimbursed for the payment of the expenses within 30 days of the presentation by the employee of proof of payment." Willful violations carry civil penalties up to $1,000 per violation. Remote workers whose employer requires home internet, phone, or specific equipment have a strong reimbursement claim under this statute.
With the Interest and Dividends Tax fully repealed in 2025, New Hampshire has no individual income tax of any kind for 2026. The only relevant layer is federal: TCJA's suspension of W-2 unreimbursed business expenses runs through 2025. Combined with the RSA 275:57 reimbursement mandate, the cleanest structure is an accountable-plan reimbursement from the employer — required by NH labor law and tax-free at the federal level.
New Hampshire has no broad income tax on wages. The Interest and Dividends Tax was fully repealed effective January 1, 2025 under HB 2 (2023 session), so for the 2026 tax year there is no state tax on wages, interest, or dividends.
At-will employment: New Hampshire is an at-will employment state with a recognized public-policy exception (Howard v. Dorr Woolen Co.).
New Hampshire remote-work activity concentrates in Manchester and adjacent metros, with Dyn (Oracle), Fidelity Investments (Merrimack), BAE Systems among the larger remote-friendly headquarters. State-level BLS Telework Supplement micro-data was not retrievable at verification time; the national figure (~19-23% any-telework) is the closest available baseline.
Top remote-hub metro: Manchester
Notable remote-work employers headquartered in New Hampshire:
Our sister site CeoCult covers the federal + New Hampshire home-office tax deduction methodology in detail, including IRS Form 8829, the simplified $5/sq ft method, and the state-specific quirks for New Hampshire filers.
Read the New Hampshire home-office deduction guide on CeoCult →
Likely yes for the employer-required portion. RSA 275:57 requires reimbursement of expenses an employee incurs "in connection with his or her employment and at the request of the employer." If the employer requires remote work, the work-attributable share of internet, phone, and required equipment falls inside the statute.
On employer systems, generally yes. NH has no email-monitoring notice statute. But phone-call recording is strict: RSA 570-A:2 requires all-party consent, so any call recording or call-monitoring program needs disclosure to and consent from every NH participant.
No. With the Interest and Dividends Tax fully repealed effective 2025, New Hampshire imposes no state individual income tax for 2026. Watch for cross-state issues if you ever physically work in Massachusetts.
No. But RSA 275:57's reimbursement mandate is one of the most protective in the country, which gives NH remote workers more practical leverage than peers in non-mandate states.