World of HR: Remote workers welcome

We’ve been talking a lot about workcations recently—maybe we’ve got wanderlust.

And by the looks of some new legislation, the governments in some exciting international destinations are hoping that remote workers are itching to travel, too.

Where in the world? In January, Spain became one of the latest countries to offer visas to remote workers. Digital nomad visas allow remote workers to temporarily live and work from a foreign country. Under the new Spanish program, visa applicants need to prove that they’ve worked for their current company for at least three months, and that their job can be done remotely, according to The Next Web. Applicants must also earn at least $28,000 a year, or double the Spanish minimum wage. That income requirement increases if workers are bringing their spouse or children along.

In March, Colombia also announced a digital nomad program in an attempt to welcome international workers, according to Thrillist. It might be a better bet for US workers than European options, as the country has the same time zones. Workers using the visa can stay in Colombia for up to two years and must provide proof of employment and an income that is at least three times the minimum wage.

Spain and Colombia are just the latest in a trend that Estonia started in 2020. From Croatia and Greece, to Barbados and Dubai, workers who want to escape the US for a year or two have plenty of options.
Satellite view. Regardless of the laws in these countries, it’s important that employers understand the sometimes complex implications of having an employee with a digital nomad-style visa. Employers and the worker should collaborate on what IT support looks like from a different country, according to Quartz, and the onus may be on the employee to come to the table with data packages, plans for if the internet goes out, and how the employee will keep their information secure.

HR also needs to be aware of the tax implications in the countries that employees will be working from, according to SHRM. “HR needs to be aware of the laws regarding taxes that employees pay and therefore we need to withhold based on the location of those employees,” Nick Schacht, chief global development officer for SHRM, said.

BRB…paradise is calling.—KP