In this article, we analyze the experience of companies regarding remote work.

In this post we provide a checklist of issues to consider for companies, freelancers and employees wishing to start a remote activity.

To hire a worker who carries out his or her activity within Spanish territory, it is essential to comply with a series of requirements prior to hiring the workers.

A company can send a worker to another country without the need to have a presence in that territory. However, this displacement can only be temporary and must respond to genuine needs of the organization. It is not valid to apply this arrangement if a worker wishes to work remotely from another location.

Teleworking has brought new challenges for companies. One of these is performance or working time control. Companies can control this issue, but they must do so in compliance with the labour regulations in force in each State.

The right to disconnect refers to the worker's right to be able to disconnect from work and refrain from engaging in work-related electronic communications, such as emails and other messages, during non-working hours and holidays.

Teleworking has many positive aspects associated with it, such as work-life balance, flexibility and organising work itself, but there are also risks that must be understood to prevent possible problems that may arise. These affect both the company and the teleworker, and we are mentioning them below:

In promoting employee teleworking, the company must be aware of the costs associated with this model. These are mentioned in this article.

When posting a worker to another Member State of the European Union, companies must respect a series of conditions that regulate the temporary posting of workers. We explain them in this post.

An offshore team offers several advantages for the companies we have discussed in this Wikipedia, but also challenges that need to be considered for proper management.