The pandemic changed the way the world works, which means corporations must adapt to the requirements of a remote workforce. Oliver Trundley of Equus Software looks at the numbers, the challenges, and what employers need to do moving forward.
“Where do you work?”—once a question heard a dozen times at a networking event or even at a happy hour bar. Now, this question is two-fold, often followed by “Are you remote or back in the office?” The workplace—and the workforce—have changed greatly over the past year and a half. Everyone from multinational corporations such as BP and Deutsche Bank, to smaller innovators such as Spotify, and tech businesses such as Salesforce and Microsoft have announced new policies allowing permanent work-from-home or hybrid arrangements.
A recent U.S. study, co-authored by Nicholas Bloom of Stanford University, surveyed 22,500 Americans about work-from-home preferences post-pandemic, finding that over 30% preferred to work five days a week at home. In order to remain competitive in the new landscape, employers are going to have to adapt the perks they offer employees. What is now called “alternate working arrangement,” will likely just become an average working arrangement even after the pandemic. But what does this mean for corporations—what new tax challenges will surface?
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