Welcome to our two-part blog series where we will delve into the exciting and ever-changing world of remote and hybrid work. In Part 1, we explore how remote and hybrid work are driving regulatory changes and the challenges that companies are facing as they navigate this new landscape. In Part 2, we will be discussing the critical issues more fundamental at an individual level rather than at a regulatory or statutory level.

As more companies adopt hybrid work models, there has been a shift in regulatory compliance that they need to be aware of. As flexible work arrangements become increasingly common and the distinction between work and home life is becoming blurred, the reverse is also true. Employers who offer this perk must take proactive steps to ensure that they are fostering a safe and healthy environment for their own business as well as their employees.

Compliance A ‘Cost’

At a local level (i.e. without crossing national borders), the costs associated with regulatory compliance for remote work are now the subject of intense debate. For some employers, these growing expenses could be seen as a reason to revert to traditional work arrangements. However, those who embrace remote work are recognizing the benefits of a more flexible approach. The additional costs pale relative to the massive savings in real estate and employee costs, while also providing access to a wider talent pool. Rather than being a hindrance, compliance is actually to be viewed as a strategic tool for organizations to lock in their benefits and to stand out in an increasingly competitive market.

As remote work continues to gain traction, attention to detail is essential for its successful implementation. Employers seeking to leverage the benefits of remote work must be cognizant of the jurisdictional nuances in each market where their employees are located. While remote work can enable resilience, talent retention, and cost savings, mismanagement of remote employees can quickly unravel these gains and lead to negative optics and significant financial repercussions. By prioritizing effective management and compliance practices, employers can reap the rewards of remote work while minimizing its associated risks, converting the ‘cost’ into an asset.

Labor Law and Legal Challenges

Many organizations are struggling to effectively manage remote or hybrid work, and some are even facing legal consequences for not considering the impact under Labor Law and managing the contractual obligations.

For instance, a multinational bank is facing a class-action lawsuit in California for allegedly failing to reimburse remote customer service employees for business expenses during the pandemic and misclassifying them as exempt from overtime pay and breaks. Meanwhile, in Europe, a Dutch court recently ruled that an employee was unjustly fired for refusing to keep his webcam on for extended periods while working remotely. In another notable case in Germany last December, a court deemed a remote employee’s slip and fall on the way to his home office as a workplace accident, potentially setting a new legal precedent.

As the trend towards remote and hybrid work continues to grow, managing large numbers of employees who work from various locations is becoming increasingly complex. Employers are now required to keep a closer eye on individual work hours and stay up-to-date with the specific definitions of remote work, work from home, or teleworking in every region where their employees are situated. This entails a significant amount of research and careful planning to ensure compliance and avoid any legal complications.

Of Digital Nomads, Remote Work and Visas

The COVID-19 pandemic has brought significant changes to the travel and tourism industry and the workforce. Many countries are offering digital nomad visas to address the needs of both tourist destinations seeking to attract visitors while minimizing the risk of outbreaks and workers seeking a break from their home workspaces. A digital nomad is a term used to describe someone who lives a ‘nomadic’ lifestyle and uses technology to connect and work remotely from outside their home country. Digital nomad visas give individuals the legal right to work remotely while residing away from their country of permanent residence. These visas are available to workers and students, although the costs and requirements vary. Some countries even allow employers to apply for digital nomad visas for their companies. As of now, 55 countries are offering digital nomad visas.

The requirements for applying for these visas need to consider multiple issues, from factors that apply at the level of individuals to factors applicable to the companies that those individuals work for to the roles they perform.

Preparation and Knowledge is Key

As businesses navigate through these changes, there is a strong call to be proactive in keeping up with regulatory compliance. Businesses would need to put in effort and skill to ensure that legal, operational and training processes are in place to ensure that their employees are aware of these changes and are adhering to them to avoid any legal complications or non-compliances. These are complicated and changing times, but with a little bit of preparation and transition management, companies can successfully reap the benefits of transitioning to remote work while maintaining compliance and indeed, turn it into an asset and a competitive advantage.

Reference:

1. MIT Sloan Management Review: Work from Home Regulations are coming. Companies aren’t ready
2. https://www.travelinglifestyle.net/countries-offering-digital-nomad-visas-and-residency/

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