A substantial proportion of the workforce in many European countries and the United States works remotely (e.g., at home), and this has implications for ethical organizational practice. Work-life balance influences quality of working life, and employees have rights in relation to the balancing of work and family responsibilities. However, organizational ethics involves balancing the protection of employees’ rights and well-being with the fulfillment of organizational goals. Research suggests that remote working may enhance work-life balance without reducing productivity under certain circumstances, but while doing so can reinforce patterns that reduce gender equity. Questions remain about the specific circumstances under which remote working’s potential to be flexible, productive, and gender equitable can be maximized and its diverse nature must be acknowledged in research and practice.