Subject: International Work from Home Options for Candidate
Hi everyone,
As a UK-based recruiter, I’m excited to share that I’ve secured an offer for a candidate who holds a Tier 2 skilled worker visa. My client is prepared to sponsor this visa, which is great news!
However, there’s an interesting aspect of the candidate’s current role: they are allowed to work from their home country for up to 20 days a year while maintaining UK hours. This flexibility is essentially considered remote work, but from their home country.
Currently, my client does not offer this as a benefit, and since the candidate is interested in accepting the role, they would require at least 15 days of international remote work.
In addition to the existing annual leave and the option to purchase extra days, are there other suggestions or benefits that I could propose to make this offer more attractive to the client and meet the candidate’s needs?
Thanks for your insights!
RCadmin
It sounds like you’re navigating an interesting situation! Here are a few suggestions you could consider proposing to your client to address the candidate’s needs while also enhancing their overall benefits package:
International WFH Policy: Recommend that your client develop a formal international work-from-home policy. This could include guidelines on how many days employees can work from abroad and any necessary tax implications. This policy can attract not only this candidate but future talent as well.
Flexible Working Arrangement: Suggest a more flexible approach to working hours or locations. This could help accommodate employees who may want to work from their home country for longer periods or need more flexibility in their schedules.
Additional Leave Options: Propose the idea of offering a set number of ‘global leave days’ where employees can work remotely from another country without impacting their standard annual leave. This could include the 15 days the candidate requires.
Relocation Support: Depending on the company’s capacity, offering relocation assistance or a stipend for candidates who wish to return to their home country periodically might be appealing.
Professional Development Opportunities: Consider suggesting professional growth opportunities, such as attending international conferences or training sessions remotely, which could make the position more attractive.
Wellness Programs: The inclusion of wellness benefits that support mental health, including resources for working remotely, could be another attractive addition to the benefits package.
Trial Period: If this is a new approach for the client, you might propose a trial period for the international WFH arrangement. This allows the company to assess how it works in practice before committing long term.
Feedback Mechanism: Establish a way for employees to provide input on the international work policy and any additional benefits, ensuring that your client is responsive to employee needs.
By not only suggesting these changes for the candidate but also presenting them as broader benefits that could enhance the organization’s appeal to a wider talent pool, your client could see these adjustments as helping to foster a more adaptable and modern workplace.