In this article, we analyze the experience of remote workers or those who wish to work remotely for one or several companies located in countries different from their country of residence.

The desire to work remotely

During the months we conducted fieldwork for RemotEU, we received more than 120 inquiries from people interested in telecommuting from a country other than where their company is located.

In general, the option of telecommuting is valued by many workers, as reflected in various studies. For example, PwC analyzed the first nine months of telecommuting since the outbreak of COVID-19 and found that 83% of surveyed employees claimed that telecommuting had been successful. At the same time, the majority of respondents, 65%, indicated that the balance lies in a hybrid model that combines telecommuting and in-person work at the office.

During this research phase, we confirmed this trend, observing that in general, employees want the freedom to telecommute but with the option of being able to go to the office to interact with colleagues and meet with clients.

This desire remains even when remote work is contemplated from a different country, even though travel may be complicated. Nonetheless, there is a desire to maintain that connection with the physical place of work, trying to maintain in-person meetings on a regular basis.

Agreement between employer and remote worker

While the desire of the worker exists, the support or complicity of the employers is also noteworthy. We have received many inquiries where there is agreement between both parties for remote work to be carried out.

At that point, two main options are identified. On the one hand, the company is familiar with this circumstance because they have done it previously with another worker, in which case they will apply the same formula. On the other hand, it may be the first time that something like this is being considered. In this second option, it is usual for the interested worker to have to inform themselves, at the request of the company, about the options available. Afterwards, they will have to convince the company to carry it out.

Unfamiliarity with existing legislation

With consensus between both parties, the problem arises of how to do it. We indicated the two most common options that we have detected, and in this sense, the second one reflects the great unfamiliarity on the part of companies on how to do it.

Workers consider that it is sufficient for there to be an agreement between the company and the worker. In their opinion, if the work is going to be carried out in the same way, what would need to change? What they do not know is that the company must pay their social security contributions wherever they are, and doing so from another country can entail new costs and compliance with tax, labor, and social security obligations in that country.

The company must comply with these obligations to guarantee the rights of the workers, and if it does not, it could be subject to penalties.

New situation, new conditions

Another relevant issue regarding the workers' perspective is their surprise at having to renegotiate their work conditions with their companies. Just as they believe that no special administrative procedures need to be carried out, they believe that their conditions do not have to change.

The cost of living in the UK is not similar to the cost of living in Portugal, and if we add the extra cost that it has for the company, it is normal for them to want to adjust the worker's conditions. Even more so when the motivation for working remotely has come from the worker.