The world is your office: Why working from anywhere is a win-win for everyone

Hello and welcome back to my newsletter! I write about the future of work, flexible working, startups, and DEI. If you've been forwarded this newsletter, join over 32,000 people and subscribe here!

This week I’m talking about a topic that's reshaping the modern workplace: Work From Anywhere (WFA) schemes. As more companies embrace flexibility, WFA is emerging as a powerful tool for attracting talent, boosting productivity, and driving innovation. Let's explore how your organisation can harness the power of WFA!

?? Graph of the week - Over 50% of companies on Flexa offer WFA schemes

?? What is a Work From Anywhere scheme?

?? How do WFA schemes benefit employees and employers?

??? How Flexa employees use their WFA allowance ?? 10 companies offering Work From Anywhere schemes

?? This week’s must-read blogs

?? Take our new travel quiz and find your next working location?

With over 50% of companies on Flexa now offering "Work From Anywhere" (WFA) schemes, it's clear that being tied down to working in one place is no longer the norm. WFA policies allow companies to attract top candidates who prioritise flexibility in their job search. By having the freedom to work abroad for a certain number of days each year, employees can combine travel and work without having to sacrifice one for the other. This flexibility also benefits those with family and friends abroad, as they can visit loved ones without using up their annual leave.

WFA schemes enhance employee satisfaction and retention by providing greater work-life balance and autonomy. For many, the ability to choose where they work leads to higher productivity and engagement. This flexibility is not only good for employees but also helps employers cut costs and create more inclusive, adaptable teams.

WFA Schemes vs. Remote Hiring: Understanding the Key Differences

As companies embrace more flexible work models, it's important to understand the distinction between Work From Anywhere (WFA) schemes and being hired remotely to work from anywhere. Both approaches offer freedom in terms of work location, but they operate differently in practice and come with unique benefits and limitations. Here's a breakdown of how these two models differ and what each means for employers and employees.

Work From Anywhere (WFA) Schemes:

• Employees are typically hired to work for a company based in a specific location but are given the flexibility to work from different places for a set number of days or weeks each year.
• For example, an employee may be based in London but allowed to work from abroad or any other location for 30 to 45 days per year.
• The employee still has a "home" base (or primary work location) and may need to return for meetings or certain tasks, with WFA being an additional perk.
• These schemes usually come with restrictions, such as tax and legal limitations, or specific regions where working is allowed or restricted.

Hired remotely from anywhere:

• This refers to employees who are hired without any requirement to live in or be based in a specific location.
• They can live and work from any country or region permanently, with no need to come into a physical office or be tied to a particular city or headquarters.
• This is usually common in fully remote companies, which operate globally and hire talent across different time zones.
• The employer typically ensures that the contract, taxes, and benefits align with the laws of the employee’s resident country, making the employment fully location-independent.

In short, WFA schemes offer temporary flexibility, while remote hiring from anywhere is a more permanent arrangement without location constraints.

?? Benefits of Work From Anywhere scheme

WFA schemes offer numerous advantages for both employees and employers:

How Work From Anywhere helps employees:

Flexibility without using annual leave: employees can travel, manage personal commitments, or change their work environment without needing to take time off, giving them greater control over their work-life balance.

Increased job satisfaction: WFA allows employees to prioritise both travelling and their careers at once, leading to less stress, higher morale, and greater happiness in their roles.

How Work From Anywhere helps employers:

Higher employee retention: Offering WFA boosts retention by meeting the growing demand for flexibility, making employees more likely to stay with the company long-term and reducing turnover costs.

Less need for sabbaticals and extended leave:? WFA schemes allow employees to travel without the company needing to navigate sabbaticals or extended leave. Employees can explore new places or visit family abroad while continuing to work, meaning businesses can avoid disruptions caused by long absences or the complexities of approving extended leave periods. This flexibility helps maintain productivity while supporting employees' personal needs and desires.

How working from anywhere drives business innovation and growth - expert Insights from John Lee Ever wondered if letting your team work from a beach in Bali or a café in Paris could actually boost your bottom line? In our latest blog we're joined by John Lee, CEO and Co-Founder, Work From Anywhere, a global business expert with 20 years of international experience, who shares valuable insights on how WFA can make companies more agile, diverse, and competitive in the global marketplace. The blog looks at :?

• How Spotify experienced a 15% decrease in employee turnover and accelerated hiring processes after implementing their WFA policy.
• How Airbnb's "Live and Work Anywhere" program led to a significant increase in job applications and improved workforce diversity.
• How WFA policies are expanding talent pools, enhancing employee satisfaction, and in some cases, reshaping core business offerings.
• The challenges that come with WFA implementation, including remote onboarding complexities and navigating international tax and legal issues.
• A "traffic light" approach to categorising countries can help manage compliance risks in WFA policies.

John Lee, drawing from his extensive international experience, shares unique perspectives on how organisations can effectively implement and benefit from WFA policies. His insights, combined with real-world examples from companies like Spotify and Airbnb, offer a comprehensive view of the potential impact of WFA on modern businesses.

Read the full article to discover how global hiring policies can revolutionise your business approach and boost your competitive edge in the global market. You can also find out more about the organisation Work From Anywhere here

Work From Anywhere is a platform that helps companies execute a compliant global hiring strategy and also provides the technology and automation to offer international remote work as a key employee benefit to all your staff. Find out more here.

??? How Flexa employees use their WFA allowance At Flexa, we practise what we preach when it comes to WFA schemes! Here are some examples of how our team members have embraced our WFA policy. David Djebara, Flexa's Lead Full Stack Developer and avid traveller, uses our WFA policy to travel the world and connect with family. “In 2021 I was nearing the end of my university degree, and decided to go on a long walk through London to think about what I wanted to do with my 20s (and my life in general). From that I realised 2 things - I wanted to reconnect with my family abroad, and I wanted to eventually settle down somewhere that wasn’t the UK. So I made it my goal to find a way to spend more time in France, Algeria, and Prague to be with my family, whilst also spending time living in other countries to see which ones I’d want to potentially settle down in.”

You can read more about how David balances travel and work in our latest blog here. He also shares top tips and advice for those who are looking to do similar. Aqua Zumaraite, Flexa's Founder's Associate, expat and an avid traveller shares more about how WFA schemes mean she doesn’t have to use up all her annual leave to see her loved ones. “I am an expat. I have lived in the UK for 9 years now, but none of my family are here. A WFA scheme allows me to visit them a lot more often and, most importantly, actually be able to enjoy my annual leave on my terms. In previous roles, I would use up most of my annual leave just to go home a few times a year.” You can read more about how Aqua makes the most of our WFA scheme here. ?? 10 companies offering Work From Anywhere schemes Blood Cancer UK Flashpack Multiverse Figures HowNow KellyDeli Not On The High Street Perlego MONY Group WorkFlex

How to Implement a Work From Anywhere (WFA) Scheme:

• Build trust: Start by trusting your employees to manage their work responsibly. If trust is broken, address it directly.
• Set clear limits: Choose a reasonable number of days employees can work abroad, such as 30 or 45 days annually, based on research and advice.
• Communicate guidelines: Include WFA rules in an employee handbook, outlining how to inform managers, any restricted countries, and the tax implications for both the company and individuals.
• Use reliable tools: Implement effective communication, collaboration, and project management tools to keep workflows smooth regardless of location.
• Regularly assess: Continuously gather employee feedback and track performance to evaluate and adjust the WFA scheme as needed.

You can download our Work From Anywhere schemes in partnership with Deel here.

??Complete our 2 minute Work From Anywhere quiz

Take part in our Work From Anywhere Quiz to discover your ideal work location! Whether you thrive in a bustling café, a quiet home office, or on the go, this quick quiz will help you figure out the perfect environment for your productivity and well-being. Find out where you’ll do your best work, and get tips on how to make the most of a flexible work setup.