PwC launched a global survey to understand how companies are planning their remote work arrangement policies and adapting to the changing needs of their workforce.
Over 300 companies across all sectors weighed in.
of companies are already set up or are in the process of enabling remote work arrangements
of companies are exploring how to make it possible
of companies anticipate adopting remote work as the new norm
Almost half of survey respondents - 45% - define remote work arrangements as employees working outside of their home office or work location, without any cross-border movement. However, 30% of companies define remote work arrangements as employees working outside their home office, with both domestic and international cross border movement.
Over half the companies surveyed (53%) currently have remote work arrangement policies in place, and more than 50% of respondents anticipate that they will refine/implement a remote work arrangement policy by the end of 2020.
A majority of companies are anticipating that their remote workers will have access to an office, with 45% not requiring employees to go into the office and 21% anticipating a hybrid approach between remote work and office work days.
Approvals are generally required for remote work arrangements from across the board, including corporate tax, employment tax, global mobility and management. Over half of survey respondents (56%) cited approval by Human Resources, followed by 47% by management and above.
The majority of companies are restricting roles and locations, with more than 70% requiring that employees have the right to work in that location. In 60% of cases, location restriction is tied to entity presence.
Most companies - 80% - are not making any salary adjustments during the remote work arrangement period. With regards to allowances, reimbursements or mobility support for remote work arrangements, over half of respondents are not providing any.
More than 60% of companies are not adjusting for tax withholding, nor providing tax compliance support.
According to survey respondents, the top three priorities are the health and safety of their people (70%), enhancing the employee experience (65%) and attracting and retaining key talent (60%).
All Belgian-based companies that participated identify remote workers as employees working outside of their home office or work location, without any cross-border movement. All of them also have a remote working policy in place. Half have adapted their policy to accommodate remote working on an indefinite basis, 25% for temporary remote working only and the remaining 25% have adapted their policy for a hybrid setup (indefinite and temporary).
To determine the maximum duration for temporary work arrangements, organisations in Belgium are, for the most part, following government guidelines.
Although there are no location restrictions, 100% of companies surveyed in Belgium are aware that their remote workers currently based in Belgium need to have the right to work in the country. For 75% of respondents, remote work arrangements are limited to certain roles within the organisation and are subject to approval from the line manager and/or the Human Resources department.
Participating companies in Belgium identified remote working as a means to reduce the number of corporate entities worldwide (33%), reduce real estate costs (33%), or other effects on the structure of their organisation (34%).
Have questions about developing and implementing the best remote work strategy for your organisation? Don’t hesitate to get in touch - our People & Organisation specialists are happy to help.