A possible solution might be a remote probation period, then if you still need relocation, you will be subject to the law.

You get to hire and fire if the relationship doesn’t work, but if you’re still adamant on forcing a relocation then the risk is shared.

And that's fine. You'd hire locally, you'd move the company, or you'd allow remote work. But you definitely wouldn't fire someone you just hired and forced to move.

It costs nothing amortized over the hundred hires you wouldn't fire in the first month. If you fire often, this law is good to stop you from doing that.