The onset of COVID-19 completely changed the way we work. Our inability to work together in the office brought with it a new opportunity – one to “work from anywhere” (WFA). For most employers overseeing a “desk-based” team, this meant the roll-out of full-time remote working policies. And for many, these policies have stood the test of time, with almost four fifths (79%) of business leaders expecting to keep remote working in the long-term, according to the Institute of Directors.

But flexibility does not begin and end with remote working from your home country. The beginning of the pandemic brought curiosity and excitement around the possibilities of WFA. Many revelled in the possibilities of ‘locking down’ abroad; taking their laptop to the beach in Ibiza, or hopping on a train from one European city to the next every month.

However, fast forward to today, and this concept hasn’t quite taken off as expected. Uncertainty surrounding the logistics of WFA schemes, their impact on productivity – and whether they’re “really feasible?” – have meant that, for the most part, this exciting way of working hasn’t yet been formally pursued by many employers.

Benefits for employees
The appetite to work abroad has certainly not diminished for employees. According to a study from global risk management firm Gallagher, almost a quarter (23%) of office workers in the UK plan to log on to do their jobs from abroad in 2023 – and almost a third (32%) of these plan to do so without permission from their employer.

Although not ideal, this should come as no surprise. By now, we’ve all heard of the benefits that working from home (WFH) offers from the employee’s perspective; from improvements in employee wellbeing and work-life balance to increased productivity.

While a WFA scheme will present even more advantages to employees – adding the ability to work abroad and provide exciting cultural experiences – what advantages, if any, do they present for employers?

A global talent pool
To start, a WFA policy can open up your talent pool to a global arena of candidates – a benefit many UK businesses are in dire need of currently, amidst the digital skills shortage and fierce competition for skilled tech talent.

By allowing employees to log on from abroad – and spreading your teams out across the globe – employers can tap into previously unseen talent and hire based off skills rather than proximity or convenience of location. From a recruitment point of view, this removes barriers for both candidates and the employer, providing fair opportunity to all and a competitive advantage for businesses that can be globally agile.

What’s more, offering a WFA scheme will undoubtedly make your business more attractive to future employees, as well as helping to retain existing workers, making it a win-win situation for both sides.

24-hour business
While there may be some logistical challenges that need to be considered – such as different team members operating on different time zones – these can also work to your company’s favour, too.

Having remote workers dotted across the globe, in theory, can also transform your business into a 24-hour one. Meaning; when you have employees situated in different time zones – with team members operating from the UK, across Europe, and even in APAC – your business’ ‘opening hours’ technically become longer as different employees are available to come online at different times.

This opens up a realm of opportunities to drive success for your business, such as 24-hour customer service, winning new business in different territories, and more.

Challenges
So, should businesses be more open to the idea of a WFA scheme? I’ve mentioned clashes in time-zones as being a potential logistical challenge in some cases,  but for businesses that do decide to implement a WFA policy, there are, of course, a few other obstacles to be aware of first.

For example, WFA schemes require several key steps from a compliance perspective – such as health and safety, GDPR and overseas employment rights – and there can be serious legal implications for businesses if they’re not taken.

Employers should also look into the immigration laws and rules surrounding tax and ‘localising contracts’ for different countries. Considerations will need to be tailored depending on the circumstances of employment. Employing somebody who is resident in a different country, for example, will involve a different set of processes to an existing employee who simply wants to work from abroad.

All of these technicalities will be confusing at first, but they are more than achievable with the right support in place. As a first step for those businesses embarking on their WFA journey for the first time, it is advised to seek professional HR and legal advice that meets the specific needs of the organisation.

Parting words
WFA policies could become the future of workplace flexibility sooner than we think. A growing desire from employees to work abroad – paired with advancements in HR policy and tech that have made working from home “the new normal” – means that, what was once a wild daydream of sending e-mails on the beach, is now a very real possibility.

Not without its obstacles, many of which are listed here, it’s understandable that employers, up until now, have been hesitant in their uptake of WFA offerings.

However, tapping into the possibilities that come with these schemes far outweigh the challenges; from enhanced employee engagement and staff retention, to round-the-clock business hours and a truly global presence. It’s up to employers to take the first step, to remain vigilant and ensure compliance, to seek the necessary legal support, and take no shortcuts throughout the process.