This interactive session brought together the Talent and Mobility community to discuss their experiences, share learnings, identify risks across immigration, tax and HSE in relation to remote working.
We reviewed Deloitte’s global survey regarding remote working and analysed the different stages most MNCs are at .
5 key trends emerged from the survey results across all demographics of respondents (820+ survey recipients):
- Majority of organizations are enabling remote work.
- Remote work is predominately driven by talent pressures.
- Many organizations are experiencing tension when designing a policy due to competing priorities between talent demands and risk mitigation.
- Many organizations are implementing a combination of guardrails to address legal and compliance risks.
- There's a gap between policy inception and roll out and the ability to operationalize and enforce remote work processes.
Remote working flexibility has become an Talent Retention strategy. Employee expectations around where they work are shifting and employers must adapt to attract, recruit and retain talent. Having said this, 69% of organisations surveyed do not currently permit long-term international remote working. Also 45% of organisations limit the amount of time employees can work outside of their home state…
Our wonderful panel gave many examples of policy development, risks and compliance issues.
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