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.

    Without the advances in technology this conversation would not have been possible even five to ten years ago and todays discussions often surrounds the question of “if you could do your job from anywhere where would that be”?

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

    Remote Work can mean so many things. There is the work from home aspect that the majority of employees have and/or are still experiencing today. Then there are employees applying for a job (internal or external) in a different location with the intention to perform that job remotely, from home. And finally, there is the work from anywhere aspect where an employee moves to another location while maintaining his/her job in what used to be his/her home location.

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

    Considerations for organisations looking to support remote work anywhere

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

    Whichever home host route is under consideration a checklist of items from legal, compliance, compensation, security, team collaboration, talent and future plans for the individual should all be weighed up when considering any remote work request and the impact on the wider organisation.

    This AIRINC series of blogs 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.

     

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    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.