Remote Working

Not all EORs are created equal. With the multitude of options now available, how do you select the one that best fits your needs and plans? Here are five key factors to keep in mind.

If you employ people internationally, you've likely come across the Employer of Record (EOR) model. But what exactly is an EOR, how does it work on a technical level and how does it differ between countries?

Remote-first models open up access to an expansive, global pool of gifted professionals previously out of reach. In this blog, we will dive into the specific ways a remote-first strategy can transform inclusivity in your company.

Moving away from your home country is not as simple as making a down payment on a flat and jumping on a plane. There are plenty of complexities to navigate, such as complying with local tax obligations, and figuring out how you’ll interact with your colleagues and perform effectively in your role.

Let’s take a look at some of the good work going on around the globe - considering pay, maternity packages, flexible working and forms of leave specifically catered to women and their circumstances.

Running a global, remote-based organisation carries a raft of HR compliance challenges. But fear not! We’ve come up with a simple guide to help you meet these challenges head-on and establish yourself as a leading, people-first employer.

All over the world, Covid-19 has led to what's been dubbed the Great Resignation: millions of people, from frontline workers to senior executives, voluntarily calling time on their jobs. Is location-independent work the antidote?

Becoming an effective compliant remote company may not be a unicorn kind of narrative, but it's good for business, especially in a time of a pandemic, as it puts people's well-being and safety first. 

To employees, employment may seem relatively straightforward at the front end - sign a contract, get paid once a month, receive a payslip, take some time off when needed. Managing the back end is where the complexity begins.

For this guide to Ireland, we have gathered all the rules and regulations employers and employees need to comply with, and compiled the latest tax breaks and allowances that are in place.

We are excited to start a new series of posts, which looks at the WFH rules, and regulations as well as tax breaks and allowances around the world. We kick off with a guide on working from home in New Zealand.

If leaders do not make their companies fit for a world where a remote and distributed way of work is far more prevalent, they risk becoming less competitive employers. A change in how we operate is needed, which goes beyond opening up the recruitment pool and advertising remote-friendly jobs.

Misalignment is one of the biggest sources of conflict for companies remote or not. Without proper training or adjustment on how to work and communicate remotely, it's a recipe for an alignment disaster.

In this exclusive interview for the Boundless blog, John Riordan, Director of Support, Ireland at Shopify shares what he has learned about succeeding as a remote company, what keeps a remote workforce happy and engaged, and how to scale it.

Nowadays, nothing is normal, which means that any work-life troubles are only a small puzzle of a very complex and challenging situation. In this unchartered territory, which none of us know how to navigate, we all need to support and be there for each other.

Excellent communication is at the heart of making remote work, work. With the change from co-location to a remote setting, the goals that you have, the deliverables that you're trying to reach and follow through on are not changing. What mainly changes is how you communicate.

When you work from the office, a lot of the things you do during the day come automatically to you. As you move to a remote way of work, you will have to evaluate the importance of each thing you and your team do and cut out the fluff.

Every company has their story of how they became remote and distributed. At my last company, we became a distributed organisation organically, rather than proactively and here's how it worked.