When thinking about new hybrid workplaces, I would like to understand how other colleagues are developing benefits and allowance policies globally for:
- International remote working (self-chosen)
- In country / same location remote working
- In country / new location remote working
This could be with regards to changes to EE contracts, risk benefit provisions, set up or ongoing allowances of various kinds (equipment, supplies, meals etc) or other benefits (I think we have already had a question on cycle to work for UK but anything else?).
so many of the benefits still seem relevant today;
- in terms of non-contribution benefits;
-- we didn't have meal allowance etc. at work so this hasn't needed to be considered
-- various insurances, pay-outs etc. remain
- salary sacrifice schemes;
-- we have kept all these, although some are office-based by contract or remote-based by contract if they want a bike, car-lease etc. then this might help with their overall life balance
- Restaurant vouchers;
-- we have stripped this back and paused it will there is continuing uncertainty
- Annual Leave;
-- even with closures of leisure facilities it's vital that people take a break from work and genuinely rest so we've continued to support buy/sell of holiday leave.