Some remote compensation strategies seem to be driven by the premise that remote work is a luxury, rather than a standard entitlement. This tends to mean compensating remote workers less than those who choose to work on-site, or expecting existing employees to take a remote work salary adjustment if they want to continue working remotely in some capacity. It is also possible for companies to contract or hire employees in countries with lower wages and compensate based on the living-wage standard of a country or region.