The remote working trend, brought on by the COVID-19 pandemic, has accelerated the need for the evolution of more traditional working practices. The ability to work flexibly has become a priority for many employees, meaning flexible working policies are now an important mechanism for attracting and retaining talent.
Employers are increasingly recognising that there are some significant benefits, particularly with regards to talent management. As well as enhancing a company’s Employee Value Proposition, offering greater flexibility with regards to working location can give employers access to much larger talent pools, enabling them to get the right people in the right roles, irrespective of geographical boundaries.
This increased flexibility however can create challenges for employers, and there is often a conflict between offering greater flexibility and key business objectives. As employees are afforded greater flexibility, this can lead to increased corporate and personal compliance obligations such as business taxes, employment taxes, social security and employment law.
Some employers are also realising that their Working from anywhere strategy better aligns with other key company objectives, such as ESG and Diversity & Inclusion.
