If employees can work anywhere, where should HR departments look for new employees? While hiring someone in a distant city at a lower salary is appealing from a payroll standpoint, there are complications.
Fremont, CA: The pandemic altered the working environment for the foreseeable future, but as restrictions ease, employees are beginning to return to work. Salesforce, for instance, recently announced the reopening of its San Francisco office.
But one thing is certain: we can work from anywhere, and this has influenced employee expectations. According to a recent survey, 93 percent of employees believe that having a flexible work arrangement is very or somewhat important. Will employers compel their employees to return to the office? HR will need to develop policies that govern where employees can work. Here are four risks and compliance issues that HR teams must address.
People challenges
Recruitment
If employees can work anywhere, where should HR departments look for new employees? While hiring someone in a distant city at a lower salary is appealing from a payroll standpoint, there are complications. Google announced that it might adjust salaries for remote employees based on their local living costs. Companies must carefully consider these decisions in order to avoid discrimination claims. Unions and works councils may also influence such changes.
Duty of Care is Difficult
The responsibility for duty of care is complicated. This is due, in part, to a new set of challenge stressors. One most likely has policies and processes in place that have not been updated to reflect the new work environment. Work-life balance, zoom fatigue, and mental health raise concerns about staying in touch with employees when it is more difficult to keep a finger on the pulse. It is not only about mental health. Do employees have a suitable working environment? HR must ensure that employees work safely at home with the proper equipment.
