Remote work and digital nomadism have been on the rise for the past few years, and the COVID-19 pandemic has only accelerated this trend. More and more people are realizing they can remain productive even without commuting to a physical office and that working from home or from anywhere in the world can be just as effective. As a result, companies are adapting to this new reality by embracing remote work policies and offering more flexibility to their employees, and many governments around the world are implementing new visas to follow suit.
Digital Nomad Visas: Opportunities for Global Mobility and Talent Acquisition
Digital nomads are tourists who will remain in a country for an extended stay, typically working remotely for a foreign employer. Many countries have already put forth special pathways and programs to attract these workers, and these are expanding at a rapid rate. In fact, over 50 countries and territories launched digital nomad visa pathways over the last 3 years, and based on research in Fragomen’s 2023 Worldwide Immigration Trends Report, there were over 13,000 digital nomads in Aruba since September 2020. Digital nomad visas differ from tourist visas because they allow a visitor to stay longer and work while visiting the country.
The “Great Reshuffle” era, brought on by the pandemic, has impacted companies’ abilities to attract and retain highly skilled, key employees necessary for business growth and maintenance. Additionally, the shift to remote work has adjusted the focus from work/life balance to life/work balance, as employees are looking to relocate due to the availability of remote work. Tapping into the mindset of today’s modern workforce, HR teams can benefit from recruiting and retaining talent outside of the company’s normal business region by embracing remote work and digital nomadism.
While remote work and digital nomadism offer many benefits, they also come with their own set of challenges. Some of the biggest challenges are logistical, such as dealing with different tax and legal requirements when working abroad. Companies can support their remote workers by providing resources and information on tax and legal requirements when working abroad, helping employees navigate the logistical challenges of digital nomadism and ensuring compliance with local laws and regulations. HR teams should consider including these resources in the policies and guidelines that outline expectations for remote employees.
Ensuring Support and Compliance Through Clear Guidelines for Remote Employees
HR teams play a critical role in supporting the success of digital nomads and remote workforces, and embracing these flexible policies can increase candidate pools, improve employee satisfaction and productivity, and contribute to cost savings in terms of overhead costs for office spaces and equipment. The Future of Remote Work: Digital Nomads and the Implications for Immigration Systems, conducted by the Migration Policy Institute, with contributions from Fragomen, found that many surveyed companies think remote work has increased their geographical footprint and resulted in larger candidate pools.
In order to best support digital nomads and remote workers, HR teams must implement clear policies and guidelines for remote employees. These policies should outline expectations for remote employees, including information on tax and legal requirements when working abroad. Your team must also consider labor and tax laws so the company can remain in compliance while still offering flexibility to its workforce. Coordinating with specialized global mobility and business immigration counsel is always advised in this situation to avoid potential legal issues.
Remote work and digital nomadism have become the future of work, and companies that want to attract and retain top talent need to adapt to this new way of working. By investing in technology, building a strong company culture, and ensuring compliance, companies can create a work environment that supports remote workers and digital nomads. This will not only benefit employees but also lead to increased talent pools and a more diverse and inclusive workforce.
Leonor Echeverria is a Partner at Fragomen.