What are the relativities of remote work across the world?

    Jun 29, 2022 @ 02:46 PM / by Bruno Lagasse

    AIRINC Remote Work ÔÇô 800x600 ÔÇô Option 4@2x

    Since the onset of the Covid-19 pandemic, the debate around remote working has been very lively. Two years on, many now want a return to 2019 levels of office attendance and on-site collaboration, while others are delighted that the opportunities and benefits of working from home -- or indeed anywhere -- have never been greater.

    This conversation would not have been possible five to ten years ago. Now, with the advances made in technology, today's discussions are often around the question: “If you could do your job from anywhere, where would that be?”

    There are lists published frequently that detail the ‘top ten cities for working remotely’; but how realistic is it to decide to go live and work from somewhere else of your choosing?

    Remote Work can mean so many things:

    • The work-from-home aspect that the majority of employees have experienced and/or are still experiencing today.
    • Employees applying for a job (internal or external) in a different location with the intention to perform that job remotely, from home.
    • The work-from-anywhere aspect where an employee moves to another location while maintaining their job in what used to be their home location.

    In most cases, work-from-anywhere means working from anywhere for a limited period of time; however, there are cases where the employee will relocate permanently and where a compensation assessment is needed. This series will focus on these latter cases and provide great examples of how cost of labor and cost of living are not aligned, and what it takes to bridge the gap.

    Organizations looking to support remote work anywhere should consider the following:

    • Can employees only choose locations where you have a legal entity and payroll capabilities?
    • What does remote work mean for your organization’s culture?
    • Will you compensate remote workers differently than their on-site peers?
    • Is remote work a talent acquisition strategy for your organization?
    • For how long can someone work remotely?
    • What support (if any) will you provide to new and existing employees looking to work remotely?

    Whichever home/host route is under consideration, any remote work request and its impact on the wider organization should be weighed up against a checklist of items from legal, compliance, compensation, security, team collaboration, talent, and future plans for the employee.

    This series of AIRINC case studies will focus on the relativities of remote work across various regions of the world. Look out for our next blog as we dig into the detail.

    Contact Us


    More for you:

    Now available: cost estimates for Domestic & International One-Way Transfers!

    Benchmark Survey: Sustainability in Global Mobility

    Download now: AIRINC's Remote Work Playbook update for 2022!

    Topics: Housing, Mobility Policy, Global Mobility, COLA, Remote worker, Tax, Technology and Tools, Solution overview, Salary Evaluation Tool, COVID-19 Recovery, remote work, Work From Anywhere, Compensation

    Bruno Lagasse

    Written by Bruno Lagasse

    Bruno graduated from ICHEC Brussels Management School in 2001. He also received his B.S. in Finance from the St. Louis University of Brussels in 2003. Before joining AIRINC in 2005, Bruno gained significant experience as a Business Analyst in various international companies including Toshiba and Conoco Philips. Bruno served as Head of AIRINC’s European Client Engagement where he managed a number of client service managers and oversaw various International and European accounts in the consumer goods, oil & gas, communication, and financial services industries. Bruno moved to Deputy Region Leader for EMEA in April 2021: in this new role, he oversees our production, client engagement and client solutions teams, with a focus on cross-team collaboration, growth, and client satisfaction.