Workforce of the Future: Working from anywhere and the global employment market

Written By

anton aerts Module
Anton Aerts

Partner
Belgium

I am a partner in our Employment team in Brussels, where I advise and represent our clients in a wide range of matters relating to employment and social security law.

jonathan goldsworthy module
Jonathan Goldsworthy

Partner
UK

I am a partner in our International HR Services Group in London. As a specialist employment and immigration lawyer I advise on the full spectrum of HR and global mobility issues to support our clients' talent and people strategies internationally.

yuichi sekine module
Yuichi Sekine

Head of Business Immigration
UK

I am head of our Business Immigration team in the UK, a member of Bird & Bird's International HR Services Group and a native speaker, reader and writer of Japanese.

 

COVID-19 has forced business mobility to come to an abrupt halt. At the same time, remote working and teleworking have created new opportunities for companies and employees. Now that the borders are gradually reopening, employers realise that remote working has also permanently impacted international mobility. With no strict requirement to work from the company’s offices, employees can work from anywhere in the world as long as there is a phone and internet connection. On the other hand, companies have also realised that in the search for talent they no longer need to restrict themselves to the countries where they have a presence creating a global employment market.

Obviously, these new trends come with the necessary challenges, issues and difficulties in the fields of immigration legislation but also social security, tax and labour law.

During this webinar Stephanie Wong, Yuichi Sekine, Jonathan Goldsworthy and Anton Aerts zoom in on these challenges and provide insight on the practical issues companies are facing with current day employee mobility, such as:

  • do employees pick up local rights when working in another country?
  • what if an employee refuses to return?
  • how to enforce restrictive covenants if an employee is transferred to work in another jurisdiction?
  • how to dismiss an employee temporarily working abroad?
  • how should employers approach short-term business visits and working remotely from abroad from a right to work perspective?
  • are we required to set up a local presence when permanently relocating an employee or are there other options?

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