Tech companies such as Spotify, Twitter, Facebook, Shopify and Siemens are the latest to introduce a ‘Working From Anywhere’ policy for their employees, signalling a permanent shift in working practices.

By Tim Baker

By the very nature of the sector, tech companies have always been early adopters of innovation, whether it be in respect of R&D or approach to working environment and company culture; however, the pandemic has caused the largest scale international experiment of remote working and this now spans every business sector.

Forcing employers to think globally

The way we all work has been transformed. Whether it’s employees relocating, not wanting the daily commute or moving back to their homeland during the pandemic, it has forced all employers to think globally – whether they’re ready or not.

Employees are now being given the opportunity to shape the way they work in the future, with employers seeking feedback and creating focus groups to discuss how the business can transform the way of work and develop new policies.

Whilst this flexibility is fantastic for the employee, the employer needs to develop policies in the knowledge there will be an impact for the business. Whether this is understanding the corporate tax compliance risks for employees living and working in a new territory, sourcing employee benefits coverage for one employee who has returned to their home country, or understanding the local employment laws and statutory entitlements, the company’s Finance, HR and Legal teams need to work with the rest of the business to go through the risks, options and solutions.

Creating a Working From Anywhere Policy

Alongside establishing the tax risks, sourcing benefits and complying with the relevant employment laws, the following will also require consideration:

  • Talent Acquisition
  • Compensation & Benefits
  • Culture & Belonging
  • Diversity
  • Employer Branding
  • Learning & Development
  • Performance Management

Each business will have its own set of challenges and solutions,  but there is a difference between allowing and embracing the change. For many, it will  require a fundamental shift in approach to culture, employee wellbeing and what it means to be an employer of choice.

Employers will need to adapt to the ‘new’ competitive market and think like a global organisation. Those unwilling to adapt may find themselves unable to attract and retain the people they need.

For more information on creating HR policies such as remote working/working from anywhere or hybrid working, please contact Tim Baker.

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