Omnipresent makes it easy to employ, pay and support your international team.
Articles, blogs, reports, guides and new stories on remote work, international compliance and much more.
Striking a good work-life balance is pivotal for all employees including those working remotely. In this article we take you through working time laws and the actual average times spent working across different regions around the world.
Remote employees are just as much in need of time off as office-based workers as the boundaries between work and private life can easily become blurred. As annual leave varies substantially from country to country, we have focused on a select number of countries across the world with some of the most generous annual leave.
2020 has shown us that the benefits of remote working can be immense. Companies can save on real estate costs and attract from a global talent pool while employees can avoid commuting and work on a flexible schedule that suits their personal and family life. In preparation for the increased demand for remote working options we have outlined a 15 point checklist on how best to prepare yourself for hiring and employing remote talent!
In this article we breakdown seven different types of leave around the world, some which may be new to you, that are worth knowing about when employing remotely. While some forms of paid leave are common (statutory or annual, pregnancy and maternity, and sick leave) others vary significantly from country to country.
With more and more employees working from home, financial allowances for remote work are also becoming widely available. Also known as ‘working from home’ or ‘home office’ allowance it comes primarily in the form of a tax deduction for remote employees and is tied to an employee’s income tax and tax residency.
This year, not least in part because of the global pandemic and shift to remote working, has witnessed some significant introspection when it comes to People Operations/HR. From a focus on adaptability, not credentials, to admitting bias continues to be a problem even in distributed teams and proactively working to reduce it when hiring, we reflect on the most important global HR trends of 2020.
The remote revolution has begun. We have identified early stage venture-backed scale-ups that are leading the charge in enabling companies to go remote-first. These companies are defining the future of work, as much as it has defined them.
Paying remote employees is a stumbling block for many businesses. The issues include maintaining an efficient payroll system, calculating payroll based on individual circumstances, considering job specific agreements, and complying with state and national requirements. This complexity is challenging for remote employers hiring in one country. Paying employees across countries requires an even more complex payroll system.
13th and 14th month pay is the payment of an additional month’s salary, a form of compensation, in the financial year. It is a common employment standard around the globe, though how it works depends on the employment law of a country. If your company is employing globally, you will need to understand the ins and outs of this practice.
During the Covid-19 pandemic many companies have had to confront the following question: what happens to the legal status of my employees if they choose to work abroad? We’ve identified some of the key legal and tax risks that you need to be aware of when your remote employees decide to work abroad.
Wondering whether employing or contracting remotely is the best option for your business? Here we outline for companies hiring remotely or expanding their international presence the risks and costs of contracting as compared to employing full time.
This week we are excited to feature Ben from our International Expansion team! He explains how joining Omnipresent, and going remote, allowed him to continue pursuing his career as a professional athlete.
Permanent Establishment risk is a concern for companies hiring remotely today. While it is good to be aware of the risk, it is not insurmountable. We’ve put together the key things to watch out for and how to tackle them.
PEOs and EORs can support companies by taking care of HR and operational responsibilities for them. The extent to which they do this depends on the precise definition, geographical location and the individual company’s service offering. Read on to find out the difference between PEO and EORs how Omnipresent offers a new way forward to help your company employ the best talent globally.
"I don't work remote, I work connected" - Lucy, General Counsel at Omnipresent, on how she gained freedom by going remote-first.