Remote Work Policies

Is your leadership's management philosophy stuck in the 1960s? Let's redefine it: Leadership by Being Engaged. The concept of "management by walking around" came from Bill Hewlett and Dave Packard (HP founders) in the 1960s, popularized by Tom Peters in 1982, and gets used today to describe what's missing in #remote work. "The expected benefit: by random sampling of events or employee discussions, managers are more likely to facilitate improvements to the morale, sense of purpose, productivity and and quality... compared to remaining in a specific office area, or the delivery of status reports." The literal concept doesn't work if your managers have people who are working in multiple locations, now the majority case. 60 to 80% of all "enterprise" company managers now have #distributed teams. 100% of Fortune 500 Execs have teams that are #distributed today, according to Atlassian (kudos Molly Sands, PhD). #RTO mandates rooted in this philosophy are trying to return to a world that no longer exists. Leaders need a both/and approach. Get employees together to jump-start #belonging, and build better #culture and #performance by being involved in the digital #collaboration tools that your teams use every day. Let's redefine a philosophy rooted in co-location into one for the #digital age. Four starting points for leaders looking to get digitally engaged: 🔸 Increase transparency. Internal transparency around clear goals and realistic progress against them drives focus on outcomes, and builds trust. 🔸 Get engaged in the work. Execs need to stop saying "Teams/Slack etc are for the kids; you'll find me in email" and get into the tools people use every day to work through account issues, project updates, and problem solving. 🔸 Participate in digital communities. Social forums at work build belonging. That cuts across everything from an Abilities ERG to Sneakerheads. Finding community at work boosts retention; even leaders need to find that. 🔸 Get a reverse mentor. Being available and engaged digitally can feel foreign as a leader, and initially scary to a team. Find a digital native in your organization who can coach you! What's your take? Retire the phrase, or revive an important concept?

All is not well in fully-remote OR fully in-office work. While new Gallup research reveals that fully remote workers are more engaged than even hybrid workers (and fully on-site workers are the least engaged - a slap in the face of RTO), they aren't thriving the most - hybrid workers are. It's perhaps no surprise (to all but some CEO's and managers) that fully on-site workers are thriving the least. Interestingly, hybrid workers experience the most stress (just a hair more than fully remote), and disturbingly, fully remote workers are more likely to experience anger, sadness, and loneliness - by a decent margin. Gallup believes that physical distance can create mental distance and that work becomes "just work" without deeper connections with coworkers that can be more easily formed from spending time together in person. They also think that it's the autonomy that comes with remote work which can create stress and lead to the negative emotions mentioned above. I think these are very interesting findings, and I would like to believe that most companies would take the time to reflect on them and take appropriate action. Here's what I think companies can do: 1. Address the emotional well-being of remote workers with regular check-ins, mental health resources, and virtual social activities to combat isolation. 2. Optimize hybrid work environments by creating create clear boundaries between work and home life, help their workers manage workloads effectively, and ensure hybrid workers aren't overcompensating with longer hours. 3. Explore the advantages of remote work, seek to understand what drives the higher engagement and apply these lessons across all work arrangements. 4. Given that each work arrangement faces different challenges, develop tailored well-being strategies for each work type. A one-size-fits-all approach isn't the way to go. 5. Ensure that remote workers have career development opportunities, opportunities to develop meaningful social connections, and achieve work-life balance to close the thriving gap. 6. For companies that are (or are considering moving to) fully in-office work, reconsider hybrid and/or remote work for the clear benefits. I know - wishful thinking, especially for #6. Here's the full Gallup report: https://lnkd.in/ezQB4K5q #WellBeing #EmployeeEngagement #WorkLifeBalance #FutureOfWork #RTO

Cross-Border WFH & Permanent Establishment: What the 2025's OECD Update Says OECD has published the 2025 update to the OECD Model Tax Convention, approved by the Committee on Fiscal Affairs on 13 October 2025 and by the OECD Council on 18 November 2025. A key highlight: important clarifications in Article 5 Commentary on when an individual’s home can become a “place of business” of the enterprise. Here’s a simplified take: a. Not every home office = PE An employee working from home in another country does not automatically create a Permanent Establishment. b. Key tests still apply: Permanence - Is the place used regularly and continuously? Business use - Is the home truly functioning as a place of business? Nature of activities - Are they core, or merely preparatory/auxiliary? c. 50% Working-Time Guideline If the employee works less than 50% of their total time from the overseas location in a 12-month period - generally no PE. If 50% or more, then a deeper factual review is needed. - The “Commercial Reason” Test – the critical determinant PE risk increases if the employee's presence facilitates business in that country, such as: meeting customers or suppliers, building/servicing a local client base, managing vendor relationships, sourcing or developing business opportunities If the WFH arrangement exists only due to employee preference or cost-saving, not business need - No PE. - Intermittent / incidental interactions: occasional meetings or light-touch activity in that country are not enough to trigger a PE. Bottom Line: The 2025 OECD Update makes one thing clear: Cross-border WFH does not automatically create a tax presence - but sustained, business-driven, on-ground activity can. A timely reminder for multinationals to revisit their remote work, global mobility, and PE risk frameworks. #OECD #OECD2025Update #ModelTaxConvention #PermanentEstablishment #Article5 #CrossBorderWork #RemoteWorkTax #GlobalMobility #InternationalTax #TaxPolicy #TransferPricing #BEPS #GlobalTax #CorporateTax #TaxUpdates #WFHCompliance

Hey #linkedinfam, The UAE has introduced updated labour regulations to improve transparency, strengthen worker rights, and promote modern employment structures: 🔹 1. Mandatory Fixed-Term Contracts Unlimited contracts remain discontinued. All employees must shift to fixed-term contracts (max 3 years). Renewals allowed with clear terms and contract transparency. 🔹 2. Expansion of Flexible Work Models reforms further support: Remote working Part-time jobs Temporary roles Freelancing Job sharing Employees in these categories receive equal pay, leave & protections. 🔹 3. Probation & Termination Rules Probation period cannot exceed six months. Termination requires written notice. 2026 regulations highlight structured procedures for resignations and non-renewals. 🔹 4. Hours of Work, Overtime & Leave Standard: 48 hours/week. Clear overtime rates for extra hours, night shifts, and public holidays. Strengthened rules for annual leave, sick leave, maternity, paternity & parental leave. 🔹 5. Stronger Employee Protections Zero tolerance towards discrimination, harassment & workplace misconduct. Equal treatment for remote and onsite staff. Digital payslips and detailed wage records now mandatory under labour law compliance. 🔹 6. Higher Penalties for Violations Substantial fines for misuse of work permits, failure to pay salaries, or violations of employee rights. Stronger enforcement mechanisms introduced across the private sector. 💡 What Employees Should Do : Review your contract — ensure it aligns with the new fixed-term requirement. Understand your leave, overtime, and notice period rights. Stay informed about workplace updates implemented under the law. #LabourLaw #UAEJobs #UAEHRProfessionals #jobseekers #itjobs

New rules for H-1B remote work in 2025 — follow them or risk your visa! Remote work isn’t off the table for H-1B holders. But it’s no longer as flexible as before. USCIS has rolled out stricter rules for H-1B remote and hybrid work in 2025. If you’re working remotely—or planning to—these updates directly impact you. Who’s eligible for remote work? ✅ Must have worked for your H-1B sponsoring employer for at least one year. ✅ Your role must not require on-site presence and must stay fully productive remotely. ✅ USCIS approval is required for any formal remote work arrangement to ensure your H-1B conditions remain intact. Key remote work rules for 2025 1️⃣ Specialty Occupation Compliance USCIS states that employers must prove that remote work does not compromise the integrity of the specialty occupation requirement — your tasks must still align with the specialized role in your approved H-1B petition. 2️⃣ Enhanced Employer Oversight Employers are expected to clearly define remote work responsibilities and actively monitor your performance to show that the remote setup meets H-1B program standards. 3️⃣ Location & Time Restrictions If you work remotely from a different location than listed on your LCA (Labor Condition Application), the employer may need to file an LCA amendment. USCIS also limits how long you can work remotely before a location update is required. 💡 H-1B remote work is possible — but employers and employees need to ensure every aspect follows these new rules to stay compliant. 👉 If you’re an H-1B holder working remotely, it’s time to review these changes with your employer. Want to make this happen? Submit your profile for a free evaluation call at https://lnkd.in/eSBCY4Zx :) ⚠️ The information here is based on my personal experiences and is not legal advice. For professional guidance, consult an immigration attorney. #h1bvisa #h1bupdates #remotejobs #usimmigration #workpolicy #visacompliance

The remote work era demands a new approach to team leadership. With distributed work and hybrid setups becoming the norm, it’s time to re-evaluate traditional frameworks. Inspired by Patrick Lencioni’s "Five Dysfunctions of a Team," I adapted it for remote teams—because the rules have changed. 👀 𝗧𝗵𝗲 𝟱 𝗗𝘆𝘀𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝘀 𝗼𝗳 𝗥𝗲𝗺𝗼𝘁𝗲 𝗧𝗲𝗮𝗺𝘀: 1️⃣ 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗧𝗿𝘂𝘀𝘁 𝗚𝗮𝗽 Trust is essential in remote setups but harder to build without regular face-to-face time. Consistency, transparency, and empathy are critical to bridge the trust gap. 2️⃣ 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗔𝘃𝗼𝗶𝗱𝗮𝗻𝗰𝗲 In virtual settings, it’s easy to skip tough conversations. Healthy conflict is essential for innovation—encourage open channels for feedback and constructive debate. 3️⃣ 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 & 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 Misalignments are common without a shared space. Set clear goals, built upon narratives and outcomes — to ensure everyone is moving in the same direction. 4️⃣ 𝗘𝘃𝗮𝘀𝗶𝗼𝗻 𝗼𝗳 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 Remote work can blur accountability lines. Establish clear roles, responsibilities, and track progress consistently to build ownership. 5️⃣ 𝗗𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝗖𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗚𝗼𝗮𝗹𝘀 Digital tools create constant distractions, making it easy to lose sight of team goals. Regularly reinforce your team’s mission, celebrate progress, and debrief setbacks. --- Ready to tackle remote dysfunctions head-on? Here are also 10 practical tips for remote leaders: 1️⃣ Visualize team goals in one shared place 2️⃣ Write weekly async updates instead of a meeting 3️⃣ Set clear ownership of outcomes upfront 4️⃣ Build a “virtual watercooler” for informal chats 5️⃣ Plan quarterly offsites (in-person or digital) 6️⃣ Share small wins weekly to boost morale 7️⃣ Run frequent feedback sessions of different scopes 8️⃣ Set clear deep work timeslots for the team 9️⃣ Create a digital playbook for team processes 🔟 Document, document, document --- What's your view on this? Does it resonate? What other tips would you suggest for remote leaders? #RemoteWork #TeamDynamics #Leadership #HighPerformance --- I'm Hugo Pereira. Co-founder of Ritmoo and fractional growth operator, I've led businesses from $1m to $100m+ while building purpose-driven, resilient teams. Follow me to master growth, leadership, and teamwork. My book, 𝘛𝘦𝘢𝘮𝘸𝘰𝘳𝘬 𝘛𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘦𝘥, arrives early 2025.

Remote work challenge: How do you build a connected culture when teams are miles apart? At Bunny Studio we’ve discovered that intentional connection is the foundation of our remote culture. This means consistently reinforcing our values while creating spaces where every team member feels seen and valued. Four initiatives that have transformed our remote culture: 🔸 Weekly Town Halls where teams showcase their impact, creating visibility across departments. 🔸 Digital Recognition through our dedicated Slack “kudos” channel, celebrating wins both big and small. 🔸 Random Coffee Connections via Donut, pairing colleagues for 15-minute conversations that break down silos. 🔸 Strategic Bonding Events that pull us away from routines to build genuine connections. Beyond these programs, we’ve learned two critical lessons: 1. Hiring people who thrive in collaborative environments is non-negotiable. 2. Avoiding rigid specialization prevents isolation and encourages cross-functional thinking. The strongest organizational cultures aren’t imposed from above—they’re co-created by everyone. In a remote environment, this co-creation requires deliberate, consistent effort. 🤝 What’s working in your remote culture? I’d love to hear your strategies.

𝗧𝗮𝘅 𝗧𝗿𝗲𝗮𝘁𝗶𝗲𝘀 𝗶𝗻 𝗧𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻: 𝗪𝗵𝗲𝗻 𝗦𝘂𝗯𝘀𝘁𝗮𝗻𝗰𝗲 𝗕𝗲𝗰𝗼𝗺𝗲𝘀 𝗡𝗼𝗻-𝗡𝗲𝗴𝗼𝘁𝗶𝗮𝗯𝗹𝗲 Recent developments indicate that scrutiny assessments of Mauritius-based entities for FY 2023–24 (AY 2024–25) have witnessed a shift in approach. In several cases, instead of concluding assessments at the field level, matters appear to be getting referred to the FT&R division, with possible exchange-of-information requests being initiated with the Mauritius authorities to examine commercial substance. While this may seem like something within the law only, it reflects a broader and more deliberate focus on aligning treaty benefits with demonstrable economic presence. This trend can be viewed in the context of evolving judicial and regulatory thinking, including the Supreme Court’s ruling in the Tiger Global case, which has reiterated that treaty entitlement cannot rest solely on documentation such as a Tax Residency Certificate. The emphasis is clearly moving toward a “substance over form” paradigm, where factors like decision-making, control, financial capacity, and operational footprint are becoming increasingly relevant in determining eligibility for treaty relief. From a practical standpoint, this should not be seen as a cause for concern, but rather as a timely reminder. Structures involving Mauritius, and potentially other jurisdictions, may increasingly be subject to deeper scrutiny, including cross-border verification. For taxpayers and advisors alike, the message is clear: substance is no longer optional. Proactive review, robust documentation, and alignment of commercial rationale with legal form will be critical in navigating this evolving landscape. #InternationalTax #TaxTreaty #SubstanceOverForm #TaxCompliance #CrossBorderTax #MauritiusTax #ExchangeOfInformation #TaxScrutiny #GlobalTax #TaxAdvisory #TaxRiskManagement #EvolvingTaxLandscape #BEPS #TaxGovernance #Scrutinyassessments

“You live in Kenya. You work for a German firm. You’re paid in euros. So why is the Kenya Revenue Authority asking for your PIN?” Because in 2024, “remote” doesn’t mean invisible — at least not to the taxman. Kenya is now home to over 100,000 expatriates — many of whom are paid abroad, work online, and live in Nairobi, Naivasha, or Nakuru. But here’s the thing: If you spend 183+ days in Kenya, you’re considered a tax resident. If you're working for a Kenyan company (even while abroad), you need a KRA PIN. And if you're hiring remote Kenyan talent from overseas, you could trigger corporate tax liabilities without realising it. This isn’t just about income. It’s about compliance, cost, and consequences. We just released a sharp, simplified guide: 👉🏾 “Am I Being Taxed Twice?” – The Expat & Remote Worker Survival Kit for Kenya. The newsletter is attached and can be shared. It unpacks: ✅ How double taxation actually works ✅ Whether you're protected under a DTA ✅ What “permanent establishment” means for remote employers ✅ Why failing to register for a KRA PIN could block your salary, your lease—or worse This is for expats, global employers, and anyone who’s ever wondered: “How can I work in one country… and get taxed in two?” 💬 Questions after reading? We’re helping clients across the globe navigate this new reality. Because in the age of digital work, compliance is no longer a location—it's a strategy. #DoubleTaxation #RemoteWork #ExpatriatesInKenya #KRA #TaxCompliance #MMWAdvocates #CrossBorderLaw #TaxStrategy #LegalWithPerspective

𝐒𝐚𝐮𝐝𝐢 𝐀𝐫𝐚𝐛𝐢𝐚 𝐓𝐚𝐱 𝐚𝐧𝐝 𝐙𝐚𝐤𝐚𝐭: 𝟐𝟎𝟐𝟒 𝐘𝐞𝐚𝐫-𝐄𝐧𝐝 𝐈𝐧𝐬𝐢𝐠𝐡𝐭𝐬 As 2024 comes to a close, it's a perfect time to reflect on some of this year’s key tax and zakat matters. Drawing on my experiences as a consultant and in-house tax lead, here are the top issues to consider in KSA: 𝐂𝐫𝐨𝐬𝐬-𝐁𝐨𝐫𝐝𝐞𝐫 𝐀𝐜𝐭𝐢𝐯𝐢𝐭𝐢𝐞𝐬 Long-term remote work abroad may create a taxable presence for your company. Additionally, attaining tax residency in certain jurisdictions could expose you to worldwide income taxation. 𝐅𝐢𝐧𝐚𝐧𝐜𝐢𝐧𝐠 𝐂𝐡𝐨𝐢𝐜𝐞𝐬 Choosing between debt and equity financing impacts zakat liabilities significantly. Factors like shareholder loans, intercompany balances, and holding locations are critical to consider. 𝐙𝐚𝐤𝐚𝐭 𝐚𝐧𝐝 𝐓𝐫𝐚𝐧𝐬𝐟𝐞𝐫 𝐏𝐫𝐢𝐜𝐢𝐧𝐠 New zakat regulations introduced this year affect the basis of computation. Transfer pricing documentation is now mandatory for all tax and zakat payers in KSA. 𝐅𝐨𝐫𝐞𝐢𝐠𝐧 𝐓𝐚𝐱 𝐈𝐦𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬 Is the UAE still the best outbound investment hub, or are other jurisdictions more beneficial? Assess risks related to place of effective management and permanent establishment. 𝐃𝐨𝐮𝐛𝐥𝐞 𝐓𝐚𝐱 𝐓𝐫𝐞𝐚𝐭𝐢𝐞𝐬 Utilizing double tax treaties can reduce withholding taxes on passive income. Ensure your legal and beneficial ownership structures are optimized. 𝐆𝐥𝐨𝐛𝐚𝐥 𝐌𝐢𝐧𝐢𝐦𝐮𝐦 𝐓𝐚𝐱 Will BEPS Pillar 2’s 15% global minimum tax affect your operations? Aligning zakat liabilities with this effective rate is worth exploring. 𝐑𝐞𝐩𝐨𝐫𝐭𝐢𝐧𝐠 𝐚𝐧𝐝 𝐃𝐢𝐬𝐜𝐥𝐨𝐬𝐮𝐫𝐞 FATCA/CRS rules may require KSA companies to report offshore investments. Additionally, DAC 6 reporting might apply if you have an EU nexus. 𝐂𝐚𝐩𝐢𝐭𝐚𝐥 𝐆𝐚𝐢𝐧𝐬 𝐓𝐚𝐱 Indirect sales or share transfers may trigger capital gains tax in certain jurisdictions-review your exposure. 𝐓𝐚𝐱 𝐈𝐧𝐜𝐞𝐧𝐭𝐢𝐯𝐞𝐬 Certain sectors and locations (ILBZ or RHQ) in KSA offer tax exemptions and incentives-ensure you’re leveraging these fully. 𝐕𝐀𝐓 𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 Supplier invoices must comply with VAT laws and mandatory e-invoicing requirements to avoid penalties and ensure accurate reporting. 𝐂𝐨𝐧𝐭𝐫𝐚𝐜𝐭 𝐒𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐢𝐧𝐠 Splitting "In-Kingdom" and "Out-of-Kingdom" contracts can still offer tax efficiencies but should be reviewed regularly. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐓𝐚𝐱 𝐑𝐢𝐬𝐤𝐬 Proper residency documentation for employees is essential to avoid labor and tax compliance issues. 𝐄𝐒𝐆 𝐚𝐧𝐝 𝐓𝐚𝐱 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 Incorporating sustainable tax practices into your investment and tax strategy can enhance corporate ESG credentials. 𝐋𝐨𝐨𝐤𝐢𝐧𝐠 𝐀𝐡𝐞𝐚𝐝 With the potential for updated corporate tax laws and guidance on global tax reforms like BEPS Pillar 2, the tax landscape in KSA is poised for significant changes in 2025. Staying informed and proactive will be essential for businesses navigating this evolving environment. #saudiarabia #tax #zakat