Remote working overseas is a complex situation and may create social insurance issues for the both the employer and employee.
There have been a lot of queries on whether employers can force employees to come back whether on a full time or hybrid basis and what rights the employees have. Essentially, employees are obliged to meet the terms of their employment contract which will state where the normal place of work is. While during the pandemic this changed for many employees, now that the guidelines are to phase back into the workplace, this will now be applicable again.
As employees start to return to work in a Hybrid model, it is important to ensure our communication practices are up to scratch and inclusive of all parties across the workplace, no matter where you have employees working from or when they are working.
Permanent or temporary changes to terms and conditions of an employee’s contract can occur with the employee’s consent or without the employee’s consent, but in reliance upon a contractual provision allowing for changes of the contract, such as a variation or mobility clause.
Watch webinar recording ‘Emerging Through Covid-19: The future of work’ in partnership with Enterprise Ireland. The webinar discusses how Covid-19 has impacted the world of work, how the changes brought about by Covid-19 impact your company and how you manage your employees, the practices you need to implement to continue to attract, engage and develop your employees in a post Covid-19 era.
In case you missed the webinar 'Tips For Employers Managing Remote Workers' with Voltedge Co-Founder and Managing Director Fredericka Sheppard, in partnership with AccountantOnline, you can access the recording on the link below.