In June, business tech giant SAP told its 102,000 personnel worldwide that they now have permanent flexibility in whether they work from home or on company premises – or both. Employee surveys by SAP suggest a hybrid will be the overwhelming choice. Only 16 per cent intend to work remotely at all times, and just 6 per cent wish to visit the office five days a week.
Zoya Malik spoke to GTN’s president David Kolb about the synergies gained in becoming a member of Allinial Global and the impact of the pandemic on tax legislation and providing advisory services to the global mobility market.
Many HR departments don’t have the mechanisms in place to keep track of an increasingly remote workforce. In this article, David Livitt, global practice leader, business traveler and remote worker solutions, Global Tax Network, writes why tracking is essential, how to preserve employee privacy, and the strategies for effective implementation.
A landslide of remote work requests is crashing into businesses, and it’s revealing alarming holes in the way corporations are managing employee mobility. Chances are, remote work is already bogging down your HR department, and if you don’t act soon, your company and employees could be exposed to global tax compliance and employee incentive problems.
It’s no secret that remote work is exploding. What’s not talked about as often are the massive workloads and tax risks this shift to remote work is piling onto HR professionals. HR teams are receiving an influx of remote work requests, and most companies are positioned to let critical tax and compliance issues slip through the cracks.
The ever-changing role of the travel manager appears to have mutated yet again thanks to macro-trends that stretch well beyond the business travel sector. Step forward the mobility compliance manager, a role certainly accelerated by new border controls in response to Covid-19 but that was emerging anyway thanks to increased unrelated checks and restrictions on international freedom of movement.