Remote work has a lot of positive sides, but it sometimes earns a negative reputation. The problem with this negative reputation is that it’s not always unjustified. Sometimes, it’s well deserved.
While a lot of companies use remote workers to get some much-needed labor and access to a wider talent pool, the popular perception is that you’re hiring from developing countries in order to get top talent and pay them next to nothing.
The general principle is that you’ll find a place with a much lower standard of living and purchasing power parity, and you’ll pay them $500 per month for a job that a native would do for $3,000 per month. Not only that but since some of these countries have a lot of laxer labor laws, you will have more flexibility to terminate their contract without any kind of severance pay or cause.
In order to avoid this kind of exploitation and prove to everyone (current employees, potential talent, and the general public) that you’re actually above this type of behavior, you need good equity compliance for mobile employees. Here’s how you can make one.
1. Compensation and benefits parity
You don’t have to pay them like they’re native specialists with a PhD; however, there has to be some adjustment that will ensure fair compensation, regardless of the location of your staff.
Even if you’re not paying them the same, you might want to pay them an equivalent of what that kind of specialist would make in their country. For instance, if you’re employing a programmer or an engineer, look up what a programmer or an engineer is making in their home country and adjust their pay to that average/median.
Benefits packages are another major issue. We’re talking about things like health insurance, retirement plans, and additional perks that should be comparable in value to what local businesses are paying within the same industry. Since this is not what a lot of mobility employers are receiving, it’s arguably the best way to ensure that you’re seen as a more appealing employer and raise your reputation while hiring.
Lastly, you might want to provide them assistance when it comes to various tax issues. Benefits are complex, and establishing a permanent tax residence can be even harder. One of the ways to circumnavigate this complex landscape of lax laws and regulations is to find reliable mobile equity services.
2. Cultural and social integration
The difference between cultures, especially when it comes to work culture, is easy to underestimate, but it’s so important to keep in mind. Namely, the difference between what’s polite/impolite or acceptable/unacceptable can be quite great. How do you reconcile this in a digital workplace? How do you make this work?
First, you want to include cultural sensitivity training into the mix. In some areas, these social norms and customs are well-established. Still, in some regions, people will probably work with those who are different from them (racially, ethnically, religiously, or culturally) for the very first time. You can’t expect them to know how to act by intuition alone.
Cultural mentorship is one of the best ways to approach this topic.
Other than this, you also want to establish the primary language of communication. Even if 70% of your firm speaks one particular language, it’s usually best to stick to the language that everyone can communicate in (a major language that will serve as the official language of your enterprise). Still, it’s no secret that remote work is predominant in English-speaking countries.
Creating an inclusive workspace where everyone feels welcome should be a top priority.
3. Workplace policies
Establishing workplace policies that simultaneously apply to all your employees regardless of their location can be a huge challenge. Nonetheless, it’s something that has to be done.
Now, one of the biggest issues you have to tend to is non-discrimination laws. You have to implement policies that prevent discrimination based on location. You don’t want to treat employees from the office or those from your home region any differently than those who are abroad. Even if their paychecks differ, as well as their work hours and responsibilities, when it comes to the way they’re addressed, there should be no difference.
Not all of your employees will be working from home. You may have offices and sites across the globe, and you want the safety and health compliances to be the same in all locations. You shouldn’t abuse loopholes in local safety regulations just to save a few dollars. It’s unethical, and it will affect the morale and performance of your staff.
Lastly, keep in mind that the working hours and any quotas need to be the same for everyone in your organization.
4. Immigration and work authorization
The last thing worth keeping in mind is the fact that some of your mobile employees may have to come and visit you in person. They may have to attend a conference in the country where your enterprise is based, or they may be forced to undergo training that requires their attendance in person. Either way, you’ll have to help them get through immigration and get their work authorization.
As an employer, you’ll be required to vouch for them and provide the necessary paperwork. This could be quite difficult, depending on the country they’re from.
It’s also your responsibility to warn them of all the legal implications and ramifications that involve their prolonged stay in the country. For instance, if there’s a 183-day rule involved, you need to warn your employees that if they exceed this stay in their country (in the period of 12 months), they might have to pay taxes for the income they’ve attained while stationed there.
Double taxation and withholding are one thing, but not mentioning something that could potentially save them could erode your trust and cause problems for your long-term collaboration.
Sure, not all of this is your job, but if you can help, you should always try to do so.
Wrap up
The last thing you need to understand is that equity compliance for mobile employers makes a world of difference when it comes to performance, employee retention, and overall cohesion of your team. This, however, has to be built on a solid foundation, and it has to include everyone, regardless of whether they’re at the office or not. This is why equity compliance for mobile employees matters so much.
