In 2023, there was a continued interest in flexible working.
Recentresearchfrom#WorkAnywhere has shown that remote workers in Europe and beyond are more satisfied with their jobs.
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2024 will continue with a barrage of impactful legislative changes in the UK and Europe.
While legislators claim they want to encourage labour migration, the bills coming throughpropose alarming restrictions.
For example, 42% of SMEs are subject to shortages of qualifiedstaff.
A keycomponent to that will be building flexibility into their mobility policies and processes.
This topic is set to be a key challenge in 2024.
In parallel, more countries joined Estonia and Portugalto offernomad visas.
This means that global mobility is no longer another word for permanentrelocation.
Instead, it can encompass shorter trips and workations that have their own unique set of compliance requirements.
Iexpect many more companies will explore this path as the happy medium for them and theirtalent.
But this approach is too limiting.
Within Rewards and Benefits, it may benefit only a select few of your workforce.
