Welcome to the second in a series of blogs, discussing our latest research and insights (Ultimate Insights) on the topics of hiring into the media industry. Over the past 12 months we’ve been conducting research that helps our clients to understand what is happening in the market both from an employer and employee perspective and make changes to their hiring strategy.
These clients include media agencies, media owners, adtech platforms and publishers across the UK. Our second topic is around the Work from Anywhere benefit and perk.
Ultimate Insights: The Work from Anywhere benefit
Our recent research revealed a startling statistic: only 30% of the media industry offer the coveted ‘work from anywhere’ perk. This means a huge opportunity for forward-thinking agencies to attract and retain top talent by offering flexible working arrangements that extend beyond the traditional office environment.
But what exactly does ‘work from anywhere’ mean? And what are the legal implications for businesses? Let’s dive in.
Defining ‘Work From Anywhere’
‘Work from anywhere’ is a broad term that can encompass a variety of arrangements. Here are some common examples:
- Remote work: Employees work from a location of their choice, such as their home or a co-working space.
- Flexible working: Employees have some choice over when and where they work, such as compressed hours or job sharing.
- Global mobility: Employees spend a predetermined period working from a foreign country.
For the purposes of this article, we’ll focus on global mobility, as it’s the most complex and offers the greatest potential for employee satisfaction and business growth.
How Long Can Employees Work Abroad?
The length of time an employee can spend working abroad depends on several factors:
Company policy: This is the most significant factor. Your agency can determine how long employees can work remotely from a foreign country.
Tax implications: Depending on the country, there may be tax implications for both the employee and the employer.
Immigration laws: The destination country’s immigration laws will dictate how long an employee can stay and work there.
Employment contract: The employee’s contract should clearly outline the terms of their global mobility.
Implementing a ‘Work From Anywhere’ Policy
Introducing a ‘work from anywhere’ policy can be a game-changer for your agency. Here are some key steps:
- Conduct a thorough risk assessment: Consider factors such as data security, liability, and tax implications.
- Develop a clear policy: Outline eligibility criteria, the length of stay, expenses, and expectations for communication and productivity.
- Provide necessary support: Offer guidance on visas, accommodation, and local regulations.
- Communicate effectively: Ensure all employees understand the policy and its benefits.
Legal Considerations
It’s essential to be aware of the legal implications of allowing employees to work abroad. Key areas to consider include:
Employment contracts: Ensure contracts clearly outline the terms of global mobility, including rights and responsibilities.
Tax implications: Understand the tax obligations for both the employer and employee in both the home and host countries.
Immigration laws: Comply with the immigration laws of the host country.
Data protection: Protect sensitive company data while employees are working remotely.
Disclaimer: While this blog provides general information, it’s essential to seek professional legal and tax advice when implementing a ‘work from anywhere’ policy.
By carefully considering these factors and implementing a well-structured policy, your agency can reap the rewards of a more engaged, productive, and globally-minded workforce.
Written by: Alex Swain, Managing Director
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