Remote Law Canada

  • LinkedIn Social Icon
  • Twitter Social Icon
Search
  • Remote Law Canada

Why aren't we talking about remote work options in the face of GO, VIA & CN blockades; Coronavirus?

Updated: Mar 3

It's 2020. Productivity is down, workers can't come in, and you haven't pre-planned the infrastructure to allow them to work from home.


That's where we come in. A proper legal framework is crucial to implementation, and success, in the face of remote work options. At Remote Law Canada, we provide the legal tools necessary to allow your workforce to either partially, or wholly, operate remotely.


More than 76% of the global workforce works away from the office, at least some of the time. More and more employees are working in remote positions, either full-time or some days of the week, with a larger percentage looking towards finding job opportunities with permanent flexible schedules.


So why aren't more companies doing it? Simply put, they haven't planned for it. And remote infrastructure costs about 60% less than operating a formal office space!


Curious? Here are some of the better Remote Work Benefits.


1. Employee productivity


One of the key reasons companies adopt remote work policies is to make their workforce more productive.


Aside from the time spent on commuting, the elimination of water-cooler talk, distractions and the ability to create a personal workspace helps boost employee productivity. Moreover, the trust developed by employers with their employees who work remotely, creates greater employee commitment, loyalty and autonomy. In turn this leads to better quality work.


2. Enhanced talent recruitment and retention


It's no secret that the millennial generation of worker values flexibility in the workplace. Companies that embrace remote working are perceived as being “in touch” with their employees’ needs. As a result, they are more likely to attract skilled workers. Moreover, remote hiring allows companies to cast a wider net across not only a borderless talent pool, but allows responsible corporations to meet modern-day diversity and inclusion targets.


3. Cost-Effective Solutions


Initiating a distributed workforce, or even permitting employees to work remotely some of the time each week, doesn’t just save employees money on commute costs, but leads to a significant reduction in a company’s business overheads.


Fewer people in the workplace means less office space. In turn this means reduced rent under a commercial lease. Lower heating and cooling expenses, and other operating expenses are also cut.


Some companies have embraced this to such an extent that they have replaced their office rentals with a virtual office agreement, enabling them to maintain a commercial mailing address with access to meeting rooms and day offices, without the long-term commitment or cost of a full-time office space.


4. Flexible working reduces attrition


Flexible and remote work options lead to greater employee retention. These options have also been shown to reduce attrition in the workforce.


Not only is employee burnout being prevented on a large scale, employers report fewer employee sick days and much greater employee engagement when they permit their employees to work remotely.


Employees allowed to work from home or various locations are often eager to prove the success of their working arrangement by working longer hours, delivering better quality work, and being more productive workers.


5. Remote work improves morale and happiness


Productivity is increased when an employee’s personal wellbeing is high. A happier, more balanced person is likely to put in additional effort at his or her company.


Several studies have found that in the generation of the “job-hopper”, fulfillment isn’t always related to pay or a promotion. When a company offers an employee the opportunity to work flexibly, this equates to better work-life balance for the employee. More time with their families, and less time spent commuting helps employees save time and money.


How We Can Help


As with any business process, a proper legal framework is crucial to success. When introducing remote workers, employers should be prepared with good employment contracts and remote work policies. When you do not physically see your employee every day, it is especially important to make expectations clear. Employment agreements should clearly set out when employees are expected to work, what insurance requirements are needed for their remote office space(s), who has access to the space, what the required third-party programs for communication and project deadlines are, how employees are expected to keep in touch, what technology will be provided by the company to transition the worker, and also include the right to bring a remote worker back into the main or satellite offices, should the need arise.


If employers have an operation that is partly remote and partly in office, a Remote Work Policy should clearly address how requests from office employees to work remotely will be dealt with.


Through the use of well-crafted legal documents, we can help you to focus on the key aspects required to ensure your team works well as a distributed team. Employee benefit programs for remote employees are also crucial.

In today’s accelerating internet age, distributed workforces are quickly becoming the norm. The rise of our connectivity enables workers to work from anywhere, while discovering more work-life balance. For an employer, the costs associated with running a physical office space are now way too overpriced, and unprofitable.


It's time to make the switch. Contact us at www.RemoteLawCanada.com today.


53 views