Trends that will mark the home office during 2021

Trends that will mark the home office during 2021

Trends that will mark the home office during 2021

More than half of UK firms plan to hire new staff
1 in 4 Americans will be working remotely in 2021, Upwork survey reveals. What challenges will this new year bring us?

According to Upwork’s “Future of Workforce Pulse Report”, by 2025, 36.2 million Americans will be working remotely, an 87% increase from pre-pandemic levels.

As businesses adapt and learn from this remote work experiment, many are altering their long-term plans to accommodate this way of working.

In the absence of a specific date for the return to the offices, everything indicates that remote work will continue to change, but what will 2021 bring us in terms of this modality?

According to specialists, these are some trends that will mark the home office during 2021:

 

Technologically simple

The digital transformation due to the pandemic has led companies to use up to 6 communication apps to carry out their activities. Therefore, the integration of different tools in a single platform will be one of the biggest trends in remote work in 2021, given that 66% of employees declare that having their applications in a single space would help them achieve a better workflow, increase their productivity and reduce the feeling of “technological fatigue” during working hours.

Monday.com for example, allows teams to sync each of the apps used in their workspace: Google, Microsoft, Slack, Hubspot, and Salesforce.

Collaborative work will be the key

2021 will be full of challenges, it is for this reason that the management of collaborative work will be more important than ever for managers or project leaders.

That is why, properly managing the flows and responsibilities of the teams, through technological tools , will be key to increasing the levels of engagement of employees with the company, as well as to reduce their workloads that allow them to take advantage and enjoy as long as possible at home, as 77% perform better when the company takes seriously the balance of collaborative work and the equitable distribution of work.

Comfort above all

Without a doubt, our home will continue to be the safest place to work , so new ideas will be added to the comfort of performing our tasks. .

Beyond the digital acceleration that the home office has acquired, the pandemic has prompted us to seek new ways to continue collaborating with our remote teams, thanks to the use of technological tools that are increasingly adapted to our way of working, which will be something that will definitely mark remote work in 2021.

Challenges of international expansion

Remote work gave us the guideline that we can expand our company by hiring employees from other countries without the need of being in the same place.

Having employees in other countries can expand your business and help you get more profits

It’s challenging for fast-growing businesses to remain legally compliant when hiring internationally as there are ever-changing regulations on employment and taxation laws. For some, the challenges of international expansion outweigh the prospects of going global, which means that these businesses disregard the benefits of having employees in other countries such as extended local knowledge, exploring new markets and the flexibility to work across time zones.

By using the direct EOR service model, the process and paperwork of hiring and managing employees overseas becomes simple and lowers the cost and time to deliver. The EOR already operates locally and just adds more people onto an existing payroll. By having an existing payroll, the EOR is aware of any changes to local employment law and will be responsible for being compliant with new changes.

For many companies creating a new local entity in an unknown country is a stressful and costly process without any guarantee of success.

Therefore, many businesses choose to delay before they finally step forward globally, but these delays hand your competitors first-mover advantage.

More and more businesses are taking advantage of Employer of Record services to take these initial global steps first.

Roots EOR brings your company the tool to allocate staff abroad being compliant with labor requirements, but without having to form a local legal structure.
Want to know more about EOR and what we do? Contact us 

Creating an entity versus using a direct EOR (part III)

Creating an entity versus using a direct EOR (part III)

Creating an entity versus using a direct EOR (Part III)

More than half of UK firms plan to hire new staff
As we have already told you, there are many advantages that our proposal has over another when it comes to hire an employer. Today, we give you 2 more reasons to choose us.

Last but not least, we give you 2 more reason to choose us.

TERMINATION & EMPLOYMENT LAWS

Local Entity
It is important to understand local employment law when terminating an employee or you risk legal action. Every country has its own regulations for termination, notice period and severance payment, so it’s vital to follow the regulations and stay compliant.

EOR
An EOR keeps you informed of the process and ensures a lawful termination

LANGUAGE & CULTURAL KNOWLEDGE

Local Entity
When you create a new entity, you may be unaware of all the local language and cultural factors, which can lead to misunderstandings and cause tensions.
Often, you’ll need to hire cultural advisors and translators to ensure a smooth process, which is difficult when all local documentation needs to be compliant with local
regulations and available in local dialects too.

EOR
With an EOR, you receive help from a Country Expert who explains cultural clashes and language differences in English. This way you avoid any cultural or language issues.

An EOR hires the employees in the new country under its local business entity and takes on all of the legal risk. As the legal employer the

EOR is responsible for:
• Visa, immigration and work permits
• Country compliant payroll and taxes
• Advice on cultural and language awareness
• Adhering to local labour laws
• Advice on required notice periods and termination rules

For many organizations and companies, the prospect of expansión can be overwhelming. Creating a new local entity in an unfamiliar country is frequently a long, stressful and costly process without any guarantee of success. Therefore, many businesses choose to delay before they finally step forward globally, but these delays hand your competitors first-mover advantage. More and more businesses are taking advantage of Employer of Record services to take these initial global steps first. 
Want to give this step? Contact us 

Creating an entity versus using a direct EOR (part II)

Creating an entity versus using a direct EOR (part II)

Creating an entity versus using a direct EOR (Part II)

More than half of UK firms plan to hire new staff
Last week we told you 3 advantages that our proposal has over another when it comes to hire an employer. Today, we give you 3 more reasons to choose us.

There are many variables to look at when choosing a way of expanding your company. Last week we explore 3 variables, here we explore 3 more:

BANK ACCOUNT

It’s often a legal requirement to have a local bank account to pay employees when creating a new local entity. Banks typically require a director to physically visit a branch to open the account and deposit a large sum of money to meet local capital requirements. With and EOR a local bank account is not needed so there are no capital requirements and no issues with currency conversion and foreign exchange rates.

TAX LIABILITY

Creating a local entity leads to tax liabilities such as:

  • Income tax
  • Business tax
  • Profit tax
  • VAT

With an EOR, you avoid the burden of dealing with employee and corporate tax liabilities.

COMPLIANCE

Each country has a host of laws, which can change abruptly, and as these regulations are mandatory you will need to remain ahead of the changes. Whether it’s data protection or tax and employment laws, your business will need to comply with the latest requirements or face criminal penalties

When you use an EOR, you are not responsible for remaining informed about the ever-changing regulations. The EOR keeps you informed and ensures that you are legally compliant locally.

Do you want to expand your company? Are you planning to hire more employees? Contact us and learn more about how we work so you can reduce costs, save time and labour effort. Contact us 

Creating an entity versus using a direct EOR

Creating an entity versus using a direct EOR

Creating an entity versus using a direct EOR

More than half of UK firms plan to hire new staff
Before taking the decision you would like to read this about the risks, tasks and costs associated to both options.

There are many variables to look at when choosing a way of expanding your company.
Here we explore 3 of them:

COSTS

Creating a local business entity has many costs such as fees for entity registration, which varies greatly depending on the country. Additional costs include:

  • Employment registration

  • Entity tax compliance

  • Bank set up

  • In-country capital requirements

  • Legal & financial council

  • Internal staff costs and

  • Payroll

Taking all of this into account, the average cost for setting up
in a new country is around $ 80,000.

On the other hand, when you use an EOR you bypass the need to create the entity and the other associated costs. With an EOR, the costs are just a fraction of what would be otherwise needed to incorporate a business in a new country. In average you will be paying 10,000.

TIME

Creating a local entity can be a long process in most countries.

On average it can take up to 20 weeks. With an EOR, the entire process is complete within weeks. As there is no setup, it’s only a matter of onboarding and paying your new employee, which the EOR can also do for you.

LABOUR EFFORT

Creating a local business entity and on boarding a new global team is expensive as you’ll need to hire staff to support this process.

Typically, you will need the assistance of: legal and financial advisers, human resources and a global payroll provider.

More info? view part two here

Are you planning to hire more employees for your company?

Contact us and learn more about how we work so you can reduce costs, save time and labour effort.

More than half of UK firms plan to hire new staff

More than half of UK firms plan to hire new staff

More than half of UK firms plan to hire new staff

More than half of UK firms plan to hire new staff
About 56% of 2,000 companies surveyed planned to employ new workers in the first three months of 2021.

The human resources body, the CIPD, said it was the first positive signs for employment prospects it had seen in a year. More than half of UK employers intend to recruit staff in the next three months.

The sectors with the strongest hiring intentions include healthcare, finance and insurance, education and ICT.

So, the question many of you might be wondering is: Should my company hire more employees? It’s a decision that shouldn’t be taken lightly. Take the time to be cautious and strategic, and ask yourself these questions to know when to hire.

  • Can I afford it
  • Is it the right time?
  • Do I understand the hidden costs?

Recruiting is one of the biggest expenses a company has – and one of most overlooked. Besides the obvious costs of salary, benefits and office space, a lot of hidden ones are lurking.

Each job candidate brought into the office is usually interviewed by at least three people, often your top performers or members of the team you’re hiring for – which is already stretched to do its work. Therefore, you’re losing production time of some of your most valuable people during this process. The new hire will likely be trained by one of the best employees you have, meaning that individual will spend valuable time away from his or her core job.

People want more money when they change jobs, so you may have to pay new employees more than existing ones.
New workers take a while to get to full functionality. You’ll still have to pay them their full salary while they get the hang of things.

That’s why it’s often better to contact someone to hire people for your company. This way, you save money and time. Would you like to know more about this way of hiring?
Get to know us: here