Although remote work once seemed like a temporary fix during the pandemic, it’s evident that it’s here to stay. While remote and hybrid offices were taking hold of the workforce, companies also began engaging more contingent and freelance workers. In a recent survey, large corporations in the U.S. said that 28% of their workforces were contingent.
With so many different types of workers doing their jobs remotely now, it can be difficult to remain compliant with employer obligations, including overtime pay, health and safety rules, and more. Out of sight cannot mean out of mind.
If you’ve embraced the remote (contingent or permanent) employee model, there are a few requirements to consider.
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Written by: Helga Venturini Townend, Senior Director of Global Operations at IES
Helga Venturini Townend is the Senior Director of Global Operations at Innovative Employee Solutions (IES), a leading provider of remote and contingent workforce solutions, specializing in global Employer of Record, Agent of Record and Independent Contractor compliance services in 150+ countries. Founded in 1974, IES is a woman-owned business, certified by the WBENC and partners with companies to provide compliant employment solutions that empowers people’s lives. From her base in the U.K., she has used her expertise in workforce management compliance and risk assessment to set up global contingent workforce management solutions in more than 100 countries.
