# The Evolving World Of Work – What Next For Employers? Author: Pal Sinha, Barnali Author URL: https://financedigest.com/author/pal-sinha-barnali Published: 2021-07-27 Category: BUSINESS Category URL: https://financedigest.com/category/business Meta Title: Remote Work Trends Post-COVID: New Roles, Employee Meta Description: Discover the emerging roles, digital nomadism, upskilling priorities, and changing employee expectations shaping the future of remote work. URL: https://financedigest.com/the-evolving-world-of-work-what-next-for-employershtml ![undefined](https://prod.superblogcdn.com/site_cuid_cm5qst7v3003gwirgwqtxn8i8/images/graphicstock-handsome-businessman-planning-work-in-officesumrvycmz-1736838126369-compressed.jpg) Kathryn Barnes, Employment Counsel, EMEA at [Globalization Partners](https://www.globalization-partners.com/) For those most affected by the change to remote work, post-COVID work life is likely to look very different for the foreseeable future. Thankfully, much of the changes seen in day-to-day operations have been incredibly positive, such as improvements to employee wellbeing and easing of cross-border work. [According to the Institute of Directors](https://www.bbc.co.uk/news/business-54413214), 74% of organisations intend to continue with increased homeworking post-coronavirus. Many companies are very likely to continue to encourage remote working, leaning towards a more “hybrid” approach, adapting business practices and investing in more effective and collaborative technology as they do so. As the situation continues to evolve organisations will be influenced by a range of longer-term [remote working](https://www.financedigest.com/7-tips-for-building-a-positive-remote-work-culture.html "7 tips for building a positive remote work culture") trends, priorities and requirements: 1. **Completely new roles are emerging.** In this new [era of remote work](https://www.financedigest.com/shoring-up-cyber-defences-in-the-remote-working-era.html "Shoring up cyber defences in the remote working era"), organisations are benefitting from a much wider, international talent pool providing access to the right people with the right skills. This allows them to benefit from the efficiencies this option delivers while also circumnavigating the ongoing problem of [skill shortages](https://www.financedigest.com/lack-of-collaboration-and-skills-shortage-is-limiting-organisations-ability-to-meet-ifrs-9-requirements.html "Lack of collaboration and skills shortage is limiting organisations’ ability to meet IFRS 9 requirements"). This is resulting in the emergence of new roles, with organisations now recruiting for Global Mobility Managers, Remote [Work Directors and Remote Change Managers](https://www.financedigest.com/time-management-strategies-that-work.html "Time management strategies that work") to help guide executive level talent management decisions. These valuable jobs will focus on optimising the impact of remote work and will accelerate the way businesses [invest in talent in the future](https://www.financedigest.com/investing-in-the-city-thats-investing-in-itself-welcome-to-the-liverpool-of-the-future.html "INVESTING IN THE CITY THAT’S INVESTING IN ITSELF – WELCOME TO THE LIVERPOOL OF THE FUTURE!  "). 2. **Niche working styles are going mainstream.** Previously associated with bloggers and influencers, ‘digital nomads’ are self-employed, location independent professionals who have broken the traditional office-based, 9-5 mould. This approach to work emphasises work/life balance, [embraces remote work](https://www.financedigest.com/how-collaboration-technologies-are-helping-organisations-to-embrace-a-hybrid-working-model.html "How collaboration technologies are helping organisations to embrace a hybrid working model"), shared working spaces and innovative technologies, and is rapidly moving from a niche approach to work to a mainstream norm. From an HR perspective, there are some [important considerations](https://www.financedigest.com/increasing-grc-demands-and-efficiency-imperatives-will-make-end-user-computing-risk-management-an-important-consideration-in-2017.html "Increasing GRC Demands and Efficiency Imperatives Will Make End User Computing Risk Management an Important Consideration in 2017"). For instance, are these [workers eligible for the same benefits](https://www.financedigest.com/industries-with-the-most-workplace-accidents-and-workers-comp-benefits.html "Industries with the Most Workplace Accidents and Workers Comp Benefits") as their full-time peers? How do employment regulations in different countries apply and should [taxes be paid](https://www.financedigest.com/walmart-paid-most-of-1-billion-tax-for-phonepe-shifting-base-to-india.html "Walmart paid most of billion tax for PhonePe shifting base to India") in the host country or the employer’s country? As organisations [increase their reliance](https://www.financedigest.com/banking-and-fintech-convergence-will-increase-reliance-on-it.html "Banking and Fintech Convergence will Increase Reliance on IT") on the nomadic working style, their processes will need to remain agile and adapt as required. 3. **Digital upskilling is a priority.** With [CEO’s increasingly prioritising the digitisation of core business](https://www.financedigest.com/ceo-riggs-eckelberry-of-originclear-discusses-the-power-of-intuition-in-running-a-successful-business.html "CEO Riggs Eckelberry of OriginClear Discusses the Power of Intuition in Running a Successful Business ") operations and processes, organisations will need to update their approach to recruitment, training and development to ensure employees are building the skill sets that evolving industries need. As a result, [investment in digital platforms that guide learning](https://www.financedigest.com/3-investing-lessons-you-can-learn-from-still-evolving-pandemic.html "3 Investing lessons you can learn from still-evolving pandemic") and development, as well as employee engagement and wellbeing is growing. For larger businesses in particular, this is seen as the most effective way to help employees acquire and enhance [digital skills](https://www.financedigest.com/utilising-digital-tools-to-close-the-finance-and-accounting-skills-gap.html "Utilising digital tools to close the finance and accounting skills gap") in line with predicted needs. 4. [**Employee expectations have changed.**](https://www.financedigest.com/helping-employees-navigate-sea-financial-change.html "Helping employees navigate in the sea of financial change") Gone are the days where [employers compete for talent primarily on salary](https://www.financedigest.com/a-first-look-at-new-york-citys-new-law-prohibiting-employers-from-inquiring-about-the-salary-history-of-applicants.html "A First Look at New York City’s New Law Prohibiting Employers From Inquiring About the Salary History of Applicants") levels. Today, [delivering a genuine work-life balance is key across](https://www.financedigest.com/squirro-launches-new-advanced-ai-platform-trinity-to-enable-machine-learning-to-deliver-insights-driven-applications-across-the-enterprise.html "Squirro launches new advanced AI platform TRINITY to enable Machine Learning to deliver insights driven applications across the enterprise") every employee demographic, not just Millennials and Generation Z. Indeed, leading global business strategists, Boston Consulting Group described the COVID-19 pandemic as a ‘ [people-based crisis](https://www.bcg.com/publications/2020/people-solutions-response-covid)’ that has driven changes in employee expectations around flexibility, support, mental health awareness and cultural integration. In response, major global brands from Adobe, Salesforce and Twitter to Fujitsu and [Amazon are among those who have changed their HR policies to protect employees and deliver long-term cultural change that meets](https://www.financedigest.com/amazon-will-not-cut-jobs-in-italy-unions-say-after-meeting.html "Amazon will not cut jobs in Italy, unions say after meeting") the needs and expectations of employees. Looking ahead, [employees and prospective candidates will increasingly judge organisations](https://www.financedigest.com/employee-healthcare-benefits-how-they-can-benefit-your-organisation.html "Employee Healthcare Benefits: How they can Benefit your Organisation") on how well they treat, support, and recognise the contributions of their staff. 5. **Complying with changing employment laws** As organisations employ more people in more countries, they also become subject to frequently changing laws and regulations, particularly as [governments try](https://www.financedigest.com/factbox-how-governments-are-trying-to-ease-inflation-pain.html "Factbox-How governments are trying to ease inflation pain") to keep up with the pace of change in the employment market. As a result, organisations need to monitor and remain compliant with local laws if, for instance, their [teams move to another country while working remotely](https://www.financedigest.com/build-a-strong-remote-team-with-these-5-steps.html "Build A Strong Remote Team With These 5 Steps") or they hire internationally to take advantage of remote work. As remote work changes long-established approaches to recruitment and retention, HR teams also need to embrace new workforce [management](https://www.financedigest.com/6-keys-to-managing-a-remote-first-workforce.html "6 Keys to Managing a Remote-First Workforce") practices in order to successfully build an effective and sustainable remote global workforce model. The [bottom line](https://www.financedigest.com/the-severe-impact-of-downtime-on-companies-bottom-lines.html "The severe impact of downtime on companies’ bottom lines") is that both working culture and the expectations of employees are evolving fast, and organisations that focus on treating employees as people, not workers will be in a much better position to succeed in the post-pandemic economy. This means delivering workplace flexibility, opportunities for personal growth and a committed approach to [wellbeing that also engages employees](https://www.financedigest.com/how-to-manage-burnout-and-how-leaders-should-support-employee-wellbeing-tom-keya.html "How to manage burnout and how leaders should support employee wellbeing | Tom Keya") in a shared sense of purpose. **About Company:** **Kathryn Barnes, Employment Counsel EMEA at** [**Globalization Partners**](https://www.globalization-partners.com/) Based in the UK, Kathryn is the Employment Counsel for EMEA at Globalization Partners. Kathryn deals with any and all legal matters pertaining to [employment law and supports the company’s](https://www.financedigest.com/why-more-companies-are-asking-new-employees-to-commence-employment-before-christmas.html "Why more companies are asking new employees to commence employment BEFORE Christmas.") ever-expanding business formation. Kathryn’s diverse and substantial background in European employment law and business, allows her to close out complex issues and provide [legal counsel](https://www.financedigest.com/imf-general-legal-counsel-sean-hagan-to-retire.html "IMF General Legal Counsel Sean Hagan to Retire") in many different areas within the business. --- This blog is powered by Superblog. Visit https://superblog.ai to know more. ---