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January 29, 2021
How To Ask To Work Remotely: A Guide for Employees
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The US Department of Labor has initiated a ruling on how independent contractors will be defined from 2021 onwards. As of March 8th, independent contractors in the US will be defined by a 5-factor test. Here we explain what exactly this means for you.
With more organisations operating in remote and distributed environments, teams are at risk of feeling disengaged and disconnected. Learning and development (L&D) is a great way to foster employee engagement amongst your people because it can be used to build community and to get people actively involved in their personal and professional growth.
More and more companies are giving their employees the flexibility to work remotely not least because many were forced into remote working due to the pandemic. As lockdowns are lifted and the return onsite begins, your company might be open to introducing a more permanent remote working policy. Here we guide you through how to make a mutually beneficial case to work remotely.
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.
