If Work From Home becomes a thing...

Carb · 12-05-2020 11:08pm

Snow Garden wrote: »

I saw some metrics today suggesting my company have increased productivity since the teams started working from home. I had a feeling that was the case but the data confirms it. It will be interesting to see if that trend continues as restrictions are lifted. We don't expect to be back in the office until September at the earliest. Some people have already said they will not return until a vaccine is available.

I have a team of about 60 people across 3 offices in Ireland and the UK. In the space of 5 days we went from practically nobody working from home to everybody out. The challenges were compounded by high numbers of new employees in the 2 to 8 weeks preceding this and the rapid change coincided with one of our busiest periods of the year. Whilst I don't have concrete data yet, the general feeling is that we are more productive and are certainly well ahead of last year at the same time. There is nobody shouting for a rapid return to the office.

On a personal level, I have spent 4 to 4.5 hrs a day commuting for the last 13 years. I don't know myself - 7 to 8 hours sleep, 3 meals a day, time with the family. The days are quite intense though, as whilst in the office I could close the door to get some uninterrupted time on work, with Teams, email, phone there is almost no escape.

mvl · 12-05-2020 11:13pm

kippy wrote: »

Depends on the field you are in and your perceived value to the organisation.

nah, think it is more complicated than this: for example, there may be other countries in Europe where salaries are higher than in Ireland for a specific organization: nothing stops a remote worker from applying for a role over there now. Lets use Germany for example. If someone got a job there, while wanting to keep home office in Ireland - would they get the Irish or German salary, when reporting to the German organization ?

- and for future, would these companies keep local salary scales, or would salaries end up being "global" ?!?

kippy · 12-05-2020 11:19pm

mvl wrote: »

nah, think it is more complicated than this: for example, there may be other countries in Europe where salaries are higher than in Ireland for a specific organization: nothing stops a remote worker from applying for a role over there now. Lets use Germany for example. If someone got a job there, while wanting to keep home office in Ireland - would they get the Irish or German salary, when reporting to the German organization ?

- and for future, would these companies keep local salary scales, or would salaries end up being "global" ?!?

Sorry, didn't pick your question up correctly.
There are already people in Ireland working in these types of scenarios and have been for years.

Snotty · 12-05-2020 11:22pm

Speaking for where I work, salaries are adjusted for local area, so a worker in Mayo is earning less than the London based employee doing the same job, however it would be a very good wage for Mayo even with the downward adjustment.
This practice is common within the company as the headquarters is in New York and they have a large amount of employees in all parts of the US, it's common for employees to move and if they moved from New York to say North Carolina their wages would go down by a set percentage based on the cost of living the NC compared to NY

krissovo · 12-05-2020 11:23pm

Carb wrote: »

The days are quite intense though, as whilst in the office I could close the door to get some uninterrupted time on work, with Teams, email, phone there is almost no escape.

This I have found is quite common to new remote or virtual teams, the wfh equivalent of shutting the door is block booking your diary to your home routine and referring your colleagues to schedule a slot against your availability. I book quiet hours which is my time to be productive and block book daily/weekly huddles with the various teams I work to catch up with any updates. I also block out my lunch or time with family & also time that I will collect or drop off children.

It only takes a couple of weeks to establish a remote working routine with teams. Once everyone is aligned it’s surprising how productive teams can be.

kippy · 12-05-2020 11:25pm

krissovo wrote: »

This I have found is quite common to new remote or virtual teams, the wfh equivalent of shutting the door is block booking your diary to your home routine and referring your colleagues to schedule a slot against your availability. I book quiet hours which is my time to be productive and block book daily/weekly huddles with the various teams I work to catch up with any updates. I also block out my lunch or time with family & also time that I will collect or drop off children.

It only takes a couple of weeks to establish a remote working routine with teams. Once everyone is aligned it’s surprising how productive teams can be.

This is great advice for anyone looking to get on top of WFH.

12-05-2020 11:39pm

This is a readable article, about the possible long term WFH impact on Manhattan.

https://www.nytimes.com/2020/05/12/nyregion/coronavirus-work-from-home.html?referringSource=articleShare

Carb · 12-05-2020 11:40pm

krissovo wrote: »

This I have found is quite common to new remote or virtual teams, the wfh equivalent of shutting the door is block booking your diary to your home routine and referring your colleagues to schedule a slot against your availability. I book quiet hours which is my time to be productive and block book daily/weekly huddles with the various teams I work to catch up with any updates. I also block out my lunch or time with family & also time that I will collect or drop off children.

It only takes a couple of weeks to establish a remote working routine with teams. Once everyone is aligned it’s surprising how productive teams can be.

I was actually saying this to the boss a couple of days ago. I got a little caught out with how things evolved. The first 4 weeks were less of an issue as the initial focus was critical client services, and our clients also went a little quiet as they made the same adjustments. Then everyone started accepting things were not going back to normal quickly so the clients started emerging again, but the bigger issue is that the internal project teams, sales teams, internal audit, finance, HR all started appearing also and they are fantastic at filling my diary.

I will be blocking off time, but there are certain parts of my job that require availability for short meetings at short notice, so there are limitations to how unavailable I can be.

Mrs OBumble · 13-05-2020 1:50am

mvl wrote: »

nah, think it is more complicated than this: for example, there may be other countries in Europe where salaries are higher than in Ireland for a specific organization: nothing stops a remote worker from applying for a role over there now. Lets use Germany for example. If someone got a job there, while wanting to keep home office in Ireland - would they get the Irish or German salary, when reporting to the German organization ?

- and for future, would these companies keep local salary scales, or would salaries end up being "global" ?!?

If someone is working as an employee in Ireland, then their employer is required to operate the Irish tax system in paying them. Most other countries have a similar requirement.

This means your person is usually required to be a contractor rather than an employee - unless the company already had an operation in the country where the worker is tax-resident. So salary scales are less relevant than daily or weekly contract rates.

More plausible is to consider what would happen if the Irish organisation recruited someone living in Poland or Latvia to do <<whatever>> job. In that case, you can be sure that the local salary rate would be paid.

Also note that some multi-nationals refuse to hire in France, Germany and countries with similar labour laws unless it's absolutely unavoidable, because of the cost of operating there (annual leave levels, compulsory consultation periods before making any changes, fines for being slightly wrong in any HR action).

Sunny Disposition · 13-05-2020 8:10am

Mrs OBumble wrote: »

If someone is working as an employee in Ireland, then their employer is required to operate the Irish tax system in paying them. Most other countries have a similar requirement.

This means your person is usually required to be a contractor rather than an employee - unless the company already had an operation in the country where the worker is tax-resident. So salary scales are less relevant than daily or weekly contract rates.

More plausible is to consider what would happen if the Irish organisation recruited someone living in Poland or Latvia to do <<whatever>> job. In that case, you can be sure that the local salary rate would be paid.

Also note that some multi-nationals refuse to hire in France, Germany and countries with similar labour laws unless it's absolutely unavoidable, because of the cost of operating there (annual leave levels, compulsory consultation periods before making any changes, fines for being slightly wrong in any HR action).

That’s going to happen for a lot of office workers, unfortunately. Has happened manufacturing already.

mvl · 13-05-2020 8:37am

Actually the environment I had in mind is multi-national already based here where wfh for permanent employees (not consultants) might become the norm. These companies are already present across those countries in Europe. Is wfh not meant to be possible from wherever in Europe someone has ties ?
- ppl these days might have ties to few EU countries by means of citizenship/family or even property.

If we are saying that local salaries would continue to be paid for remote workers - wonder how long till "local salaries" even taxes might be normalized at EU level for these workers.

Technocentral · 13-05-2020 10:15am

Twitter just announced that employees can work from home forever if they like, the dream!!!

Electric Sheep · 13-05-2020 2:25pm

Mrs OBumble wrote: »

More plausible is to consider what would happen if the Irish organisation recruited someone living in Poland or Latvia to do <<whatever>> job. In that case, you can be sure that the local salary rate would be paid.

Extremely dependent on skill set. The right skills = the right salary, regardless of location.

mvl · 13-05-2020 6:33pm

Electric Sheep wrote: »

Extremely dependent on skill set. The right skills = the right salary, regardless of location.

the right skills start in Irish universities, unfortunately for some domains. imo we would be paid only as much as we're worth in a global remote working work environment.
on the question of how much of a pay cut would you get to wfh ... found this report -https://globalworkplaceanalytics.com/pros-cons
""A poll of 1,500 technology professionals revealed that 37% would take a pay cut of 10% if they could work from home."

tony1980 · 13-05-2020 7:08pm

I’m actually starting to enjoy the remote work more. We have a catch up call every morning for objectives for the day on video call. Help is available immediately for anything you haven’t come across, I work as a Consultant integrating with ERP systems. We have weekly company calls and some quizzes some evenings for a bit of a laugh.
I get out for exercise before work every morning and keep things structured. Learning how to cook much healthier lunches and dinners. It’s not so bad if you learn to keep a good routine! Everyone is afraid of change but we all adapt. We are as Productive as we were in the office and we have catch up project calls with Customers weekly on progression and any issues. I realize I’m in an industry where it’s possible to completely remote so I’m lucky that way.

Newbie20 · 13-05-2020 8:19pm

Sorry if this has already been mentioned on the forum because I haven’t read every page. I’m just wondering if people think that the working from home will take off in a much bigger way now, do we expect the N4, N7, M50 etc to have much reduced traffic from now on? Will it have a positive impact on commuters that have to travel to work? Or will it be so spread out and just the odd day here and there that’s its affect will be hard to notice?

Electric Sheep · 13-05-2020 8:32pm

mvl wrote: »

the right skills start in Irish universities, unfortunately for some domains. imo we would be paid only as much as we're worth in a global remote working work environment.
on the question of how much of a pay cut would you get to wfh ... found this report -https://globalworkplaceanalytics.com/pros-cons
""A poll of 1,500 technology professionals revealed that 37% would take a pay cut of 10% if they could work from home."

No. In my experience, the right skill set depends on what you choose to learn on the job. The university means nothing after a couple of years, particularly in the IT world.

Outkast_IRE · 13-05-2020 9:12pm

I work as a consultant engineer and our company has nearly 15,000 people globally mainly office based workers. The only group in the company back in the office is in China, we have an office in Wuhan than reopened a few weeks back.

The company was always quite open to flexible working practices anyway, but not to the extent we see now. So the background IT systems were in place for easy enough remote access etc. It just needed a bit of an upgrade when everybody was working from home at once.

The feedback worldwide is excellent, our clients are very happy they are getting an unchanged level of service. I feel personally that when things normalise fully i would like 1-2 days in the office per week and the other days at home. We do need a particularly good home office setup as we generally work better with multiple screens etc. I have to say if you have the right software for collaborating with your colleagues it makes no difference if you are there in person or remote.

One thing i would like to input to those early in the thread saying save on childcare costs, i tell you now there wont be. Any of the established companies doing working from home for a while will have it nailed down in their code of conduct or contract that children under a certain age must be in childcare, school or under supervision of another adult during working hours.

Mrs OBumble · 13-05-2020 11:01pm

mvl wrote: »

Actually the environment I had in mind is multi-national already based here where wfh for permanent employees (not consultants) might become the norm. These companies are already present across those countries in Europe. Is wfh not meant to be possible from wherever in Europe someone has ties ?
- ppl these days might have ties to few EU countries by means of citizenship/family or even property.

If we are saying that local salaries would continue to be paid for remote workers - wonder how long till "local salaries" even taxes might be normalized at EU level for these workers.

A problem would arise if a worker from Ireland decided to work-from-home in, say, France. Because they are now living in France, local labour laws would apply. So immediately 35 hour weeks, right to disconnect, 5 weeks annual leave, workers council, etc. Just 'cos s/he moved to a new address.

Normalising taxes across the EU would be challenging - normalising labour laws would be harder, because they some from very, very different philosophical bases.

mvl · 14-05-2020 12:15am

Electric Sheep wrote: »

No. In my experience, the right skill set depends on what you choose to learn on the job. The university means nothing after a couple of years, particularly in the IT world.

But I was consciously referring to graduates: how does anyone get the experience if not by coaching/mentoring that doesn't work same way when remote working ? I wouldn't 'assume what worked 20 years ago (in the transition from uni to being an dependable employee) will work for grads fresh out of college after Covid. Wfh being the norm, think fresh grads would have it tougher ... would they have competition from grads from lower cost countries ? maybe. that's your workforce next gen.

Mrs OBumble wrote: »

A problem would arise if a worker from Ireland decided to work-from-home in, say, France. Because they are now living in France, local labour laws would apply. So immediately 35 hour weeks, right to disconnect, 5 weeks annual leave, workers council, etc. Just 'cos s/he moved to a new address..

(obviously I never looked into this, but know individuals who are full time and working for / from other countries in IT multinationals environment; never asked how this plays for them - but it appears to be already done at smaller scale)
personally I would have thought if the contract stays with an Irish company - the number of hours a week cannot change to follow French model / same goes for the union stuff ... while the fiscal residency might need to change, so payroll systems need to be adapted to tax ppl differently, pending on where they live.

bilbot79 · 15-05-2020 8:02am

Mrs OBumble wrote: »

A problem would arise if a worker from Ireland decided to work-from-home in, say, France. Because they are now living in France, local labour laws would apply. So immediately 35 hour weeks, right to disconnect, 5 weeks annual leave, workers council, etc. Just 'cos s/he moved to a new address.

Normalising taxes across the EU would be challenging - normalising labour laws would be harder, because they some from very, very different philosophical bases.

I can't see why there would be an issue unless you were gone so long that you were tax resident in another state. The WFH guidance in my company states that you have to inform the employer if you are going to be abroad, get agreement etc and also states you must remain tax resident in ireland. If you spend 90 days a year working from home in another state I can't see why local labour laws would apply to you, you would be employed for all intents and purposes in Ireland

mvl · 15-05-2020 9:01am

bilbot79 wrote: »

I can't see why there would be an issue unless you were gone so long that you were tax resident in another state. The WFH guidance in my company states that you have to inform the employer if you are going to be abroad, get agreement etc and also states you must remain tax resident in ireland. If you spend 90 days a year working from home in another state I can't see why local labour laws would apply to you, you would be employed for all intents and purposes in Ireland

But that is the scenario I had in mind: high performing ppl who decide to work from abroad longer than 6 months (as they've literally moved out of Ireland, unlike the "holiday takers" who want to visit Spanish resorts for the summer while working).

Is your company local or multinational ? Were these rules in place pre or since covid ? (cause for my employer, I know ppl who work from abroad already - I assume we don't have such rules)

15-05-2020 9:47am

Mrs OBumble wrote: »

A problem would arise if a worker from Ireland decided to work-from-home in, say, France. Because they are now living in France, local labour laws would apply. So immediately 35 hour weeks, right to disconnect, 5 weeks annual leave, workers council, etc. Just 'cos s/he moved to a new address.

Normalising taxes across the EU would be challenging - normalising labour laws would be harder, because they some from very, very different philosophical bases.

Could employment contracts not include some legally binding spiel that you can't decide to work-from-home in, say, France ?
Even something quite subtle like a requirement to be at a meeting in xyz location (the headquarters, local office, wherever close to home (not France) at any time during normal working hours with little enough notice?

JimmyVik · 15-05-2020 10:03am

Once covid-19 has been and gone employers will forget how hard they had it and go back to their old ways.
The only way to sustain this ios for the government to make it more expensive for employers to have their staff in the office than at home.
You give them a tax break for each day that each employee works from home and watch them actively start making people work from home as much as they possibly can. I heard this is a proposal from the greens as part of government talks. I think its a good one, especially for the green party.

With that then you will get all the societal benefits of more people working from home.

Put the tax rate up for employers to start and knock part of it off for each employee/day working from home.
As the years go by you can slowly reduce the tax break as employers will be used to it.

15-05-2020 10:09am

Having a percentage of your staff WFH brings plenty benefit to employers & to the employees that it suits .......... there are enough big companies who will be happy to implement it. I doubt a tax break for employers will be required tbh.

Addle · 15-05-2020 10:19am

Hopefully others will follow twitters lead.

2 days in the office and 3 at home would be perfect for me.

gladerunner · 15-05-2020 10:21am

If working home becomes a thing, we could also use this opportunity to become more flexible in regards to working hours.

As a mother to small children, i could work from home between 6.30am ( yes im awake then ) until 9.30am ( to do school drop offs ). I could then work from 10.00 to 2.30pm undisturbed.
If my husband was afforded the same opportunity, we could get rid of the second car ( another huge drain in finances ).

It could be life changing for some people.. really has the potential to get working parents off this mad threadmill of running and racing around.

seamus · 15-05-2020 10:37am

Augeo wrote: »

Could employment contracts not include some legally binding spiel that you can't decide to work-from-home in, say, France ?
Even something quite subtle like a requirement to be at a meeting in xyz location (the headquarters, local office, wherever close to home (not France) at any time during normal working hours with little enough notice?

There'll be a mixture of local and national barriers. Aside from the requirement from some employers that an employee must be available to attend the office, I expect tax laws will also adjust to compensate.

So in the case you are employed by an Irish company, but living in France, the Irish company may be obliged to ensure that you have a PPSN and they pay PAYE to Revenue on your behalf. The French authorities will likely then require you to pay tax income locally too. And while you might be able to reclaim some of your PAYE from Revenue, it'll just be too complicated and difficult for most normal employees to manage.

It will require the introduction of considerable flexibility in many global corporations. If you work for Twitter Dublin, but live in France, then you will "officially" be employed and paid by the French office, but organisationally you're part of the Dublin office.

This is something that companies do at the moment on a limited scale, but it gets complicated. Internal accounting rules mean that the French office "bills" the Dublin office for the cost of paying the employee, and this involves various calculations and reconciliations. It's just pushing numbers around on paper, but it's a headache companies prefer to do without. I expect they will become more flexible on it though, and accountants will devise simpler methods of getting it done.

15-05-2020 10:39am

seamus wrote: »

....... Aside from the requirement from some employers that an employee must be available to attend the office,...........

I think that will apply to the majority tbh.

Mrs OBumble · 15-05-2020 10:40am

mvl wrote: »

personally I would have thought if the contract stays with an Irish company - the number of hours a week cannot change to follow French model / same goes for the union stuff ... while the fiscal residency might need to change, so payroll systems need to be adapted to tax ppl differently, pending on where they live.

So if a French person decides to WFH in Ireland they would keep their French entitlements?

JimmyVik · 15-05-2020 10:41am

Augeo wrote: »

Having a percentage of your staff WFH brings plenty benefit to employers & to the employees that it suits .......... there are enough big companies who will be happy to implement it. I doubt a tax break for employers will be required tbh.

Equally there are an awful lot who have the bums in seats attitude.

Kintarō Hattori · 15-05-2020 10:45am

Halfway through this the attitude coming out of the company I work for was 'Why do we need so many people in the office?', 'this has shown us that we can work from home'. Now the attitude has shifted to 'A team in the office is always going to be more productive'.

Depressing.

mvl · 15-05-2020 10:55am

seamus wrote: »

There'll be a mixture of local and national barriers. Aside from the requirement from some employers that an employee must be available to attend the office, I expect tax laws will also adjust to compensate.

So in the case you are employed by an Irish company, but living in France, the Irish company may be obliged to ensure that you have a PPSN and they pay PAYE to Revenue on your behalf. The French authorities will likely then require you to pay tax income locally too. And while you might be able to reclaim some of your PAYE from Revenue, it'll just be too complicated and difficult for most normal employees to manage.

It will require the introduction of considerable flexibility in many global corporations. If you work for Twitter Dublin, but live in France, then you will "officially" be employed and paid by the French office, but organisationally you're part of the Dublin office.

This is something that companies do at the moment on a limited scale, but it gets complicated. Internal accounting rules mean that the French office "bills" the Dublin office for the cost of paying the employee, and this involves various calculations and reconciliations. It's just pushing numbers around on paper, but it's a headache companies prefer to do without. I expect they will become more flexible on it though, and accountants will devise simpler methods of getting it done.

That was also the information I had: this is done already at small scale in private sector/multinationals, for what I've seen as usually exceptional employees. but did wonder if covid will bring opportunities to adapt legislation at EU level, to make this accessible for everybody having a role allowing wfh 100% (and in my domain, I would say 90% of the permanent staff can wfh, based on their role description).

Technocentral · 15-05-2020 10:58am

Kintarō Hattori wrote: »

Halfway through this the attitude coming out of the company I work for was 'Why do we need so many people in the office?', 'this has shown us that we can work from home'. Now the attitude has shifted to 'A team in the office is always going to be more productive'.

Depressing.

Public Sector is terrible for this attitude, you think the State would set an example on home working, but no. :rolleyes:

jrosen · 15-05-2020 11:02am

gladerunner wrote: »

If working home becomes a thing, we could also use this opportunity to become more flexible in regards to working hours.

As a mother to small children, i could work from home between 6.30am ( yes im awake then ) until 9.30am ( to do school drop offs ). I could then work from 10.00 to 2.30pm undisturbed.
If my husband was afforded the same opportunity, we could get rid of the second car ( another huge drain in finances ).

It could be life changing for some people.. really has the potential to get working parents off this mad threadmill of running and racing around.

I think this is a little naive. Most companies who have work from home policies will have it stated in your contract that your children must be either in childcare or under the care of another adult in the house.

What happens when your getting the kids up, fed, lunches made and all the usual morning chaos? what happens when they come home from school?
The huge benefit with WFH is the commute. Anyone with kids will still need childcare to some degree.

Biker79 · 15-05-2020 11:04am

A few guys on various teams in our place were permanent employees living in Dublin, but moved back to their respective countries due to high rents. They are still doing the same jobs but have been rehired as contractors and are liable to pay tax according to their own local laws ( Poland/ Italy/ Spain ).

Not sure about their contracting rates, if they are locally based or Irish - the latter would make it lucrative for some of them. However, they would be the easiest to get rid of if the company decides to cut numbers. They are also ' on-call ' effectively outside of hours as they can't say no to tasks in the same way that we can.

They have a higher burden of performance and are at a higher risk than the rest of us.

kippy · 15-05-2020 11:31am

Mrs OBumble wrote: »

So if a French person decides to WFH in Ireland they would keep their French entitlements?

Why are you so concerned about this?

There are numerous companies that can and do hire people from other jurisdictions to work for them all the time - whether they are working from home or otherwise.
WFH is not a new thing, neither are national borders.

15-05-2020 11:32am

JimmyVik wrote: »

Equally there are an awful lot who have the bums in seats attitude.

Indeed, but they are generally smaller companies, not multinational .......... likely indigenous SMEs, they'd be into micromanaging and worried that folk WFH might only be doing 30 hours despite getting the job done........ there's no pleasing bean counters like that IMO.

AndrewJRenko · 15-05-2020 11:34am

Technocentral wrote: »

Public Sector is terrible for this attitude, you think the State would set an example on home working, but no. :rolleyes:

Really? Where did you get this from?

I'm hearing the exact opposite, that WFH is here to stay, and we have to find ways to make it work.

15-05-2020 11:34am

Biker79 wrote: »

....... rehired as contractors............

They have a higher burden of performance and are at a higher risk than the rest of us.

That's generally the way with contractors.
Unless it's menial, brain dead work they are likely being well paid for it.

Technocentral · 15-05-2020 11:37am

AndrewJRenko wrote: »

Really? Where did you get this from?

I'm hearing the exact opposite, that WFH is here to stay, and we have to find ways to make it work.

Before the pandemic it wasn't available to anyone I know in any grades, maybe it will be now? I meant in general before this current situation started.

beauf · 15-05-2020 12:59pm

AndrewJRenko wrote: »

Really? Where did you get this from?

I'm hearing the exact opposite, that WFH is here to stay, and we have to find ways to make it work.

Our place was all WFH is great at the start. But as lifting the Lockdown come closer they are making noises about geting everyone back in the office.

Biker79 · 15-05-2020 1:11pm

Companies will be keeping an eye on the competition too, to see what other companies are offering in case of staff getting poached.

Personally, if I could move out of Dublin and WFH in Connemara/ West Cork with 2 days per month in the Office, I would

. But only if it didn't damage my leverage/ marketability in the medium/ long term, which it might.

beauf · 15-05-2020 1:45pm

Our place (IT) found it hard to recruit people even contractors because of our refusal to allow WFH before the crisis.

I suspect it will be even harder now. .

Antares35 · 15-05-2020 1:51pm

I don't think many companies will be fully remote. I think the new norm for most will be a combination of WFH and office days, which to me would be the perfect work/ life balance. While on balance I have loved WFH, I do miss the colleagues and the office environment for the discipline it instils etc. I also hate zoom and teleconferences. For me the ideal would be 2 days a week in the office and 3 at home.

We have already changed in terms of some of the bigger items going forward e.g. we have decided to go for an au pair rather than crèche when I return to work. I just can't imagine putting a child into a crèche environment at the moment - though who knows how all that will change anyway.

beauf · 15-05-2020 1:59pm

A combination of WFH and office will mean its not worth it for many childminders to continue.

jrosen · 15-05-2020 2:01pm

beauf wrote: »

A combination of WFH and office will mean its not worth it for many childminders to continue.

Why do you think that?

Antares35 · 15-05-2020 2:04pm

beauf wrote: »

A combination of WFH and office will mean its not worth it for many childminders to continue.

Why not? You still need your child minded even if you are working from home. I know the lockdown has been an exception but it isn't really a sustainable option long term. Certainly OH or I could not do our jobs from home if we had a small child to mind. In fact, my company's WFH policy specifically states that it can only be done when suitable child-minding provisions are in place. I would assume that is standard.

mvl · 15-05-2020 2:11pm

beauf wrote: »

Our place (IT) found it hard to recruit people even contractors because of our refusal to allow WFH before the crisis.
I suspect it will be even harder now. .

what do you mean our refusal ? who's refusal ?

- in the place I work they're promoting global virtual teams in most of strategic stuff last years, not one team is co-located completely (e.g. seeing examples in architecture, research - pretty interesting stuff). the exception imo are depts where hardware must be physically setup, or else, with good infrastructure/tools one should always be able to work remotely.

PS: enough talk about the Irish worker in France - what about Switzerland ?
https://stories.swissinfo.ch/how-the-swiss-are-moving-back-to-the-mountains?#214148

Addle · 15-05-2020 2:20pm

AndrewJRenko wrote: »

Really? Where did you get this from?

I'm hearing the exact opposite, that WFH is here to stay, and we have to find ways to make it work.

I heard less than 1% of revenue’s staff HAVE to be in them office at this time. That’s an exceptional lead to follow.

If Work From Home becomes a thing...

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