Overview: The document discusses the complexities and considerations of international remote working policies for organizations.
Working from Anywhere Flexibility versus Feasibility
- Rise of international remote working offers employees flexibility in job location.
- Two-thirds of companies allow temporary international remote work.
- 43% of organizations see this trend growing in importance.
- Challenges include balancing flexibility with compliance and HR resource limitations.
Critical Dimensions
- Compliance: Navigating labor laws, tax regulations, and data protection across jurisdictions is complex.
- Resource Allocation: Supporting a remote workforce requires investment in technology and compliance guidance.
- Strategic Direction: Organizations must clarify the purpose of remote work policies to align with talent management goals.
Establishing Clear Remote Working Typology
- Differentiate between employee-driven and company-driven remote work.
- Employee-driven types include temporary lifestyle benefits and permanent relocations.
- Company-driven types include virtual assignments and hiring from anywhere.
- Clear definitions help manage expectations and compliance.
Filtering Requests
- Exclude high-risk locations to minimize compliance liabilities.
- Establish eligibility criteria and performance metrics for remote work.
- Successful organizations avoid countries with strict tax liabilities or where they lack legal entities.
Approval Process
- Various approaches to approval range from no authorization required to centralized authorization by management.
- Employees may need to provide detailed information depending on the approval type.
Who Can Work from Anywhere?
- Talent perspective focuses on attraction and retention.
- Job perspective assesses feasibility of remote work.
- HR perspective considers costs and administrative burdens.
- Compliance perspective evaluates duration, geography, and activities involved.
