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The pandemic is a permanent game-changer in today’s workplace. Now that employees have experienced remote work, one of the hottest questions among companies is whether to keep working from home or go back to the office. In fact, a survey from Bloomberg exposes that 39% of working adults will consider quitting their job if it isn’t flexible for remote work. This poses an even more difficult decision for startup CEOs when planning for the best work setup for their business.

Which is better? To help you decide,  we’ve narrowed down the differences and the pros and cons of office and remote work setup for businesses.

Cost

One of the best perks of remotely working is saving cost. According to Flexjobs, about a third of their 2100 respondents claim that they can save up to $5000. This is because they don’t have to spend money on their daily commute and can budget more effectively.

More than that, a huge chunk of operational cost is immediately removed from expenses by not needing to lease, rent or buy an office space for your business. This means no building maintenance fees, electricity and other utilities. Due to the nature of a work from home setup, the workplace becomes borderless and is no longer geographically limited - knowing this, most businesses choose to outsource employees from other countries for less labor cost for the same work quality.

Flexibility

We all know that having a remote work setup screams flexibility.  With more time in your hands, the day opens up some extra hours you usually spend preparing or traveling to work. This means that teams can work more flexibly and only require a few things to start working efficiently: a good internet connection, a working computer, and a comfortable workstation to work and attend meetings at any time of the day. With the simple premise of being in one place, it is easier to decide and adjust when you want your team to start and end their working hours.

However, a setback in giving your employees flexible working hours is that there may be times when your team’s schedules do not overlap.  Knowing this, it is still best to set a standard schedule of at least two to four hours where everyone in the team is at work for team meetings and collaboration.

Communication and Collaboration

Many companies will disagree with the idea of a remote work setup as there is a notion that this setup results in ineffective communication within the company. In offices, you only need to walk a few steps to talk with your colleagues about essential things. It is also easier to set up meetings because you have an idea about everyone’s schedules.

However, having effective communication and collaboration within a remote team is possible. Today, there are many applications and websites that companies can use to send messages and files, video meetings, real-time shared editing, and even encrypted emails for better security. There are also other digital workplaces that companies can use for collaboration and interactions.

Security

Security is crucial in every business, especially when it comes to sensitive information and confidential files. Due to cyber hacking cases, many companies are still skeptical about implementing remote work and sending all files and information online. This pushes them to resume office work instead of a remote setup.

Nevertheless, implementing strict cybersecurity in a fully remote work setup is still possible. Proper training about the importance of confidentiality, information handling, and establishing proper dissemination procedures will increase the layer of protection your team will have as they work remotely. For example, sensitive files must be encrypted and sent securely on emails.

You can also enrol your team to a cybersecurity course to get them certified and ensure that they have understood the standard security procedure - At Remotify, we offer GDPR and cybersecurity training as optional services for all our Employer or Record customers.

Working environment

The topic about the working environment between the office and remote work is debatable. Most people prefer working in the office because they like the buzz and the feeling of everyone else around them working at the same time. For them, it induces productivity and alertness in the workplace.

However, this is not the same for everyone. According to Business Insider, 54% of employees prefer retaining a work-from-home setup even after the pandemic. For them, having a quiet and comfortable place at their home helps them focus better on their work. It also gives them a better work-life balance, proving remote work is a healthy and beneficial setup.

Productivity

Most people would think that working in the office yields higher productivity. There is a belief that if employees are in the office, they dedicate 100% of their time to their work. However, this is not true, as physical offices open up more opportunities to chat, socialize, and procrastinate. If your employees are the type of people who like to set a laser-sharp focus before working, a loud and busy workplace will not do well for their productivity.

Meanwhile, as people experience the remote setup, a study from Bloomberg states that there is a 5% productivity increase in companies. This is because employees can focus more on their work without the long commutes and workplace issues. With adequate discipline and time management, it is easier for them to set their mood for more productive work in a remote setup.

Legal and Tax Implications

You must remember that there are separate legal and tax implications for operating physically and remotely. In a company with a physical office, you must abide by the state’s rules and regulations.

If you plan to have a full-on remote work setup, you must know about your state’s labor and corporate laws and the locations your employees are residing in. For example, if you are planning to hire Filipino remote workers, it will help you understand the Philippine Labor Guide to help you know your rights and responsibilities.

Company Culture

It is easy for companies to instill company culture in an office setup. It is more convenient to set shared behavior for your employees while seeing them physically every day. Because humans are naturally social, interactions in person may seem like the best way to build and retain company culture in the workplace.

However, a study has shown that it is possible to work completely remotely and maintain an excellent company culture with proper and direct management. If you are planning to outsource employees, you can partner with an EOR company like Remotify to make sure your company culture remains intact rather than outsourcing through a BPO where it will be harder to keep the culture. While an EOR handles the complicated human resource and legal compliance, you still have the full management prerogative for your employees.

Conclusion

So which is better, office or remote work? While both have their own advantages and disadvantages, we should not discount the fact that businesses require and need a physical office. However, there are also a handful of industries that may benefit more from a work-from-home setup. At the end of the day, as a CEO of a company, the decision will remain up to you and the requirements of your business model.

Make remote work setup more convenient with EOR!

There are some disadvantages of working in a physical office, but we can’t deny the sensible points of the 54% percent of employees who prefer remote work setup. It offers more flexibility, work and life balance, and productivity.

Moreover, with a great sense of responsibility, initiative, discipline, and help from a dedicated Employer of Record company, all administrative complexities of remote work setup can be managed for you.  An EOR company like Remotify can help you:

For more information about how we can help you make your remote team’s work from home arrangements simpler, legal, and convenient, check out Our Services at Remotify.

Finding your top-tier remote employee is not the end of your outsourcing journey. Right after the hiring process, you need to catch up with the challenges of paying them. Payroll management is no easy task and complying with the labor code can be complicated. Also, getting an international payroll right and on time requires effort, resources, and expertise. Committing unlawful mistakes can even lead to legal fines and business risks.

So how does a foreign business owner with employees in the Philippines get all these done? That's exactly why we made this guide to help you pay your remote employees right and on time.

What's The Difference Of Paying a Remote Employee vs. a Contractor?

Payroll management is a big task to handle. You need to make sure that the legalities are met while at the same time keeping the company in profit. Moreover, paying for your remote staff in the Philippines requires you to build an entity in the country and comply with legal requirements. This is why some companies prefer hiring contractors to avoid complexities. 

However, there is a danger in misclassifying a remote employee from a freelancer or contractor.  It is a risk for non-compliance to the Labor Code. Read this article to know more about how you can differentiate an international remote worker from a freelance worker or contractor.

Paying Filipino Remote Worker vs. Freelancer

If you want to hire a Filipino remote worker but you find setting up an entity in the Philippines to be too big of a task, you can get help from an Employer of Record (EOR) company like Remotify. We serve as the legal employer in the Philippines for your Filipino employees on your behalf so you can employ and pay them hassle-free without setting up a local entity. We will also handle payroll management and disbursement, making sure you remain compliant with the local regulations.

When Should You Pay Your Filipino Remote Employee?

Your employee should know when he or she will receive their salary. It is your responsibility to ensure that their payment is sent on time. If you have a Filipino team, you need to be aware of the policies and regulations to avoid any possible problems.

The Philippines has specific guidelines on the proper procedure for remitting the salaries of employees. The Labor Code of the Philippines states that the minimum wage rate should be paid not less than once a month. This schedule applies to all kinds of employees regardless of whether they are part-time or full-time employees.

While some prefer paying in a monthly period, most companies choose to pay their employees semi-monthly. If you plan to change your payment disbursement, the employer must provide written notice at least one pay period before implementing a new scheme. The notice should specify the day or days on which the semi-monthly paydays will fall and the wages corresponding to each payday. The employees' consent must be secured in writing through a written application.

You should also note that the Philippine labor code requires that all employees receive a 13th month's pay. This is compensation for employees aside from their annual salary and other benefits. It must be paid on or before December and the computation is stated in the labor code. Providing this for your employees can be crucial for employee retention and acquisition.

What are the different Employee and Employer Contributions in the Philippines?

Employees in the Philippines are covered by several different social security schemes, including the Social Security System (SSS), Pag-Ibig, PhilHealth, and income tax. Contributing to your employees’ mandatory contributions is a standard for every employer who has employees in the Philippines.

payroll and benefits for remote workers

However, you don’t have to solely cover all the expenses of paying for the contributions. For example, your employee is solely liable for paying their withholding taxes although employers are expected to report them to the Bureau of Internal Revenue (BIR).

For the SSS contribution, the computation should be 12% of the total monthly salary of the employee. 60% of this must be paid by the employer and 40% of this must be paid by the employee. Meanwhile, Philhealth's contribution should be 2.75% of the employee’s monthly salary and the computations should be 50%-50%.

The monthly contribution for Pag-Ibig is 3% of the basic monthly salary of an employee which is capped at Php 60,000 for both the employer and the remote worker.

*Note: Some of this may change depending on the mandate of the Philippine government and the Department of Labor and Employment (DOLE).

I want to do all these but how can I do it conveniently, remotely, and hassle-free? 

Partner with a reliable Employer of Record (EOR) company like Remotify. Paying your Filipino remote worker can be complicated and costly. However, everything would be worth it once you realize the benefits of employing these top-tier talents. You may even find that the return of making sure your employees are happy and secure with their remote job far outweighs the cost of making sure their employment is compliant.

If you are looking for a convenient way to stay compliant, secure your team in the Philippines, and pay them right and on time, check out our website or schedule an appointment with us today.

Remote work has proven to be rewarding in terms of improving the productivity and quality of work of employees. However, because a lot of companies are still new to this setup, about 71% of companies worldwide are finding it challenging to adapt when it comes to remote workforce management.

Unlike the typical work structure, managing remote workers is fairly different especially when trying to maintain effective communication within the company. It is also more difficult to hire and onboard new employees and match their expectations with the company culture. As you move on with their employment, you will face unique challenges that you may never experience in a  traditional setup.

To help you manage your remote workforce better, we listed the best ways to overcome the challenges that you may face. Read on to know more.

Tip #1 Set a well-organized onboarding meeting for new employees.

If you want to lead a successful team, it is important to provide them with well-organized onboarding meetings right from the start. Tell them about your company guidelines and set boundaries that each employee should keep in mind. In these sessions, make sure to allocate time for your new hires to ask questions to avoid misunderstanding in the future.

Aside from that, it is very important to clarify priorities, milestones, key performance indicators, and your company goals. This will help in making sure that everyone in your team is walking in the same direction.

There are many ways to make your onboarding process more effective. For example, you can provide a virtual handbook explaining your company rules and regulations beforehand. It is also important to make presentations easier to understand and more appealing. More importantly, you should be able to instill your company culture right from the start.

Tip #2 Equip your employees.

Make sure employees have the technology they need to be successful, which may be more than just a mobile phone and laptop. For example, if you expect employees to attend virtual meetings, do they have an adequate camera? Have they been briefed beforehand to prepare for these requirements?

remote management

Even if you don’t have an extensive set of technology and collaborative tools available, you can equip employees to function effectively even while staying remote.  It’s always better to align and equip your team rather than assume that people follow the same standard procedures your company follows. 

Acknowledge that virtual communication is different from a physical meeting. It won’t be perfect — but should still be professional and respectful of others. Be mindful that virtual communication may be less comfortable for some,  so coach employees about when and how to escalate ineffective virtual exchanges. For example, if you haven’t settled an issue in six emails, the conversation may need to be elevated to a virtual meeting to get closure.

Tip # 3 Prioritize communication and accept feedback. 

Managers need to have healthy communication with their remote staff. Keeping communication open can help avoid misunderstandings when it comes to schedule, deadlines, and details. . It will also help in preventing and resolving work issues and address any inadequate resources needed to finish every project smoothly.

To do this, consider a communication tool that will work best for your team. For example, if your team is composed of diverse nationalities living in different countries, you might want to avoid phone calls and text messages, being mindful of the difference in time zones. Instead, focus on emails or use applications like Skype, Slack, Workplace, and others.

Set a rule for communication. For example, everyone should be online during their work schedule and they should check their emails first thing in the morning. This may vary depending on your company culture and how you want to build interaction with your team.

Tip #4 Provide a means to collaborate. 

Aside from communication, you should also prioritize collaboration when managing remote workers. Set a shared document that will track all the work activities of your team more effectively. There is also project management software that your company can use for collaboration like Asana, Slack, and ClickUp. If you want a more traditional one, you can also use spreadsheets for managing tasks.

Moreover, note that voicing out opinions and communicating face-to-face is important. So, make sure to set virtual video meetings that will help in conveying opinions and resolving issues better. Note that all people are different and while some employees are more comfortable conversing in emails, some people prefer speaking.

remote workforce management

Tip # 5 Set clear remote work productivity standards.

Everyone knows how horrifying micromanagement can be. This is where KPIs and measurement would come in handy. Instead of checking what your employees are doing all the time, it is best to just set one-on-one check-ins with them, making sure that KPIs are being met and standard procedures on tasks are being followed. It is also best to look at output rather than the time they spent doing the task. This will help in building trust within your teams and allowing them to be comfortable with their work.

But, to make sure that everyone does work to the highest standard, set clear remote work  KPIs within your team. For example, all your employees should send a report about everything they finished within the day. You can also set their daily, weekly, and monthly key performance indicators to ensure that they are doing their work properly.

Tip #6 Celebrate success. 

Not everything should be neck-by-neck in the job and if you want to motivate your team better, it is best to hold celebrations for successful projects. You can also give some recognition and reward to those who excel and go beyond their KPIs. Meanwhile, don’t forget to give positive feedback to all team members to lift their spirits and boost their morale.

Tip # 7 Partner with Remotify.

We know that hiring the right people virtually and managing a remote team is more difficult than it may appear. That is why at Remotify, we aim to do the heavy lifting and handle the HR admin tasks, payroll management, and team engagement for you. We can also lend a hand in employee sourcing, background checks, and providing health benefits for your employees.

Our Employer of Record services will allow you to simplify your outsourcing and onboarding processes as we handle the complexities for you. Check out the EOR services that we offer here or schedule a call with us now!

The past years have proven the effectiveness and efficiency of remote working not just for companies but also for remote workers. According to Flexjobs, 65%of employees surveyed said that they want to remain working remotely even after the pandemic ends. Most unemployed workers worldwide are also hoping for work-from-home opportunities online.

However, thriving in the digital world is not as easy as it seems, and landing or securing a remote job can be challenging for many. With the risks of scams, fraud, and cyber hacking, it is essential to take precautions when applying for jobs. To help, here is an article indicating the best steps to secure a reliable and legitimate remote job.

1. Know the signs of a fraudulent remote jobs.

Over time, online scammers and frauds have adapted their techniques to lure innocent people into their fake remote job opportunities. Despite that, there are still some recurring signs that can warn you from them. Here are some of the signs the remote jobs might be fraudulent:

These are just some of the warning signs that you should be cautious about when applying for remote jobs. However, if none of these are present but your gut is still telling you to stop, then trust your instincts and avoid connecting with the employer or hiring manager.

2. Do in-depth research about the company and see if they comply with labor law of Philippines.

There will be times when you’ll receive emails saying that you’re perfect for their remote jobs and urge you to send an application. And while it is tempting to grab the opportunity right away, make sure to research the company first.

Before you apply or respond to an invitation to apply to a job post, make sure that you are applying for a legitimate job from a reliable company first. Check their website and address, and see if they are officially registered as a business based on the labor law of Philippines. You can also go through their social media pages to see if they are indeed looking for future employees. If possible, directly apply to them using the company’s website or the job posting itself on trusted job-seeking platforms. 

3. Verify the name of your remote employer.

When you see a job posting or when someone contacts you, note their name or email address and search and verify. You can do this by simply searching the name and company on Google. Another way to verify is to search for the hiring manager who contacted you via Linkedin. Most companies and professionals have a Linkedin Profile with updates about where they work, or how long the company has been around. You can also look for them on social media, and see if they have true interactions with connections, networks, friends, and followers.  Seeing social proof is one way to assure yourself that the job, company, and person you are talking to is legitimate.

remote job

Aside from that, you should question your line of communication with them, especially when conducting interviews. Most reliable and trustworthy companies would hold a video call when interviewing their candidates for a more realistic connection. Interviews via messaging and chat should only happen if both of you have verified accounts on reliable remote employment platforms.

4. Ask about a contract on your remote jobs.

Upon employment, securing an employment contract with terms and conditions for job responsibilities, salary rate, and employment duration is essential. Make sure that you review everything and talk with your employer if you do not understand or disagree with things included in the contract.

Sign the contract if, and only if, both parties are happy and satisfied with the terms of the remote jobs. If you notice any red flags that look fraudulent in the contract such as wrong dates, misspelled words, or without mutual consent, then it is time to raise questions or better yet, politely decline. 

5. Make yourself reliable.

If you landed on legitimate remote jobs and think that everything will work smoothly, then it is time to put some effort into yourself. Be professional at all times, and don’t give your employer any reason to doubt and fire you.

This could be as simple as following everything you agreed on upon employment. You should also provide verification about yourself such as verified personal or professional online accounts. Some employees will require your government-issued IDs and other relevant documents.

Secure your work from home careers with EOR service!

Work from home careers offers various benefits for employees such as flexible working schedules, freedom, and work-life balance. However, landing that reliable and legitimate online job could be pretty challenging, especially with scams and frauds all over the internet.

Are you still looking for remote jobs or just want to secure your employment in your present remote work? Companies offering EOR service like Remotify can help make your international employment secure with a contract bound in the Philippines. Through our Employer of Record services, we will act as your legal employer in the country, which means that we will handle your local taxes, employment contracts, and payroll management in place of your foreign employers. You will also reap your benefits under the Philippine Labor Law.

Moreover, as we hold close to our belief that value is a two-way street,  we promise that our EOR services are good for employers and employees. As employees find ways to secure their remote job, we will do the heavy lifting of outsourcing for employers. We offer help in:

Book a call with us or check out Our Services page to learn more about the benefits you can get when your employer partners with us!

Working remotely is becoming a more and more popular choice for employers, employees, and even students. As of now, about 52% of the global workforce are now working in the comfort of their home. Still, there are a lot of questions people have about the remote setup including its effectiveness for businesses. Some are also questioning how employees can successfully manage their workload and stay on top of deadlines when they have no in-person contact with other people.

As this trend continues to grow, so does the number of myths surrounding it. In this blog post, we will debunk 7 common myths about remote work.

Myth #01: Employees Cannot be Productive In Remote Work

While many people believe that employees who work from home are less productive, studies actually show the opposite. A study supports that remote workers make better use of time and resources because they have fewer distractions than their office counterparts. Remote work frees people up from the distractions of being cooped up in an office, so they can focus on a given task and while maintaining a fun work from home setup. This is as opposed to an -office setting where employees are constantly interrupted by co-workers, phone calls, meetings, and other distractions.

Myth #02: Working Remotely Means Losing Company Culture.

Indeed, many remote companies do not have an office culture because they can’t rely on in-person interactions to build employer relationships. While most companies find it a challenge to maintain company culture remotely and a fun work from home setup, some companies have found ways to keep their company culture alive and well while still allowing employees to work remotely. Some of these methods include video chats for team meetings, regular emails or newsletters with timely updates on what’s happening at the office (or reminding people about deadlines), and other creative ways to keep people connected.

Today, team building is now possible even though done digitally through fun activities like live movie streaming through video calls, having lunch together, and having after-work socialisations. 

Myth #03: Remote Work Careers Means No Engagement with Remote Workers.

Remote work

This isn’t true at all. Despite not having physical interactions with their employees, there are still plenty of ways to connect with each other through various digital means. This means that employers often come up with creative solutions for engagement. It includes having regular video calls and team chats that can show how genuine people are and share their experiences while in a remote work setup. 

By setting regular catch-up meetings, you can encourage your remote workers to share their stories and what they are up to in their personal lives. It creates a stronger connection within the organization and even promotes employee retention.

Myth #04: Remote Work Limits Training Opportunities.

Employers often have the misconception that remote workers are not given as many opportunities for training, but this is untrue. Remote work actually gives employees more time to study and expand their knowledge base as they don’t need to waste their valuable time on traffic and commute. There are also a lot of online seminars, courses, and training that employers can offer to their employees.

Myth #05: Remote Work Kills Career Advancement.

This is another myth that just isn’t true. Remote work actually allows employees to upskill and advance their careers. Some of the examples are taking on management positions or becoming a team leader as these roles are not actually limited to physical interactions and having to work in the main office. Working remotely can benefit your career, so long as you’re employed by a company that rewards those who take initiative and acknowledge hard work.

Myth #06: Remote Work is for Techies and Gen Z's.

This myth is a little more complicated. On one hand, remote work can be seen as the ultimate employer perk for techies because they can do their job from anywhere in the world and not have to deal with the usual, time-consuming office routines such as commuting. This means that employers are also attracted to this type of employment model because it saves them the cost of office space or other employer resources.

Moreover, according to Global Workplace Analytics, people who are 45 years or older and have a work-from-home setup earn a lot more than office-based employees. As technology advances, older people have actually found a way to adapt to it and use them for their livelihood and work.

remote work

Myth #07: "I'll Lose Control."

This is a myth that has no basis in reality. The employer actually gains control with remote work because they can take the lead on their employer-employee relationship. They can dictate the performance metrics to be met or surpassed for an employee to receive benefits like bonuses and career advancements. They have the final say on how things are done, by when, and how often. Losing control over employees is sometimes shadowed by the idea of not being able to see employees physically. However, so long as there are key performance indicators set, regular performance reviews, and a proper support system in place, keeping control should not be a problem.

Final Takeaway

Employers need to stop believing the myths about remote work and find ways to make it a success. After all, it is more than just a cost-saving strategy but also an effective way to improve the productivity and retention rate of competitive employees. It also offers freedom and flexibility for remote workers as they don’t need to allow a large amount of time for preparing and traveling to work saving them time and effort. 

But, if you are already interested in getting a remote team, Remotify can help you simplify your outsourcing process. We offer Employer of Record services like legal compliance, HR task management, payroll management, and team engagement.

With our EOR services, you gain complete control over your employees’ day-to-day tasks unlike other outsourcing solutions. This means that you can discuss and come up with the best schedules and key performance indicators that will work for both parties. We also help companies and remote workers engage with each other and build a better company culture through our Team Engagement Service.

To know more about our other services and how we can help, Book a call with us.