T
o an employee, the right to work remotely from anywhere in the world may seem like a simple request. For the employer, however, it can be fraught with legal and
tax repercussions. Yet if you can offer flexibility, your employees will see it as a significant perk. We look at the challenges and opportunities that come with hybrid working on a global scale. Businesses are looking overseas to source labour, due to
a shortage of talent in their home markets. Of those that have taken on labour from outside the UK due to staffing challenges, over half (52%) have increased the amount of overseas labour that they have taken on in the last year, according to a report by RSM UK. The vast majority (79%) of these international workers have been sourced from the EU. Since Covid there has been a backlog in processing
visa applications and work permits. Companies may not be able to send staff as soon as they would like, which can lead to frustration and delayed relocation plans. “It is clear businesses recognise the importance of
offering flexible working to attract and retain employees, and the pandemic has proved that this new way of working is possible, depending on the sector and role,” says Joanne Webber, global employer services partner at RSM UK. “Allowing employees to work overseas may seem like
a great benefit, but often both employers and employees don’t fully understand what they are signing up for, and they could be entering a tax minefield.”
HOW FAR SHOULD EMPLOYERS GO TO HELP STAFF WORK REMOTELY? Beverley Sunderland, managing director of Crossland Employment Solicitors, specialises in employment law. She says that while organisations are trying their best to accommodate requests from staff to work remotely or away from head office, the process can be more difficult and time consuming than they expected. “Just to get a work permit is not necessarily as easy as it might sound,” she says. “If you are sending a member of
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THINK GLOBAL PEOPLE REMOTE WORKING
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