Flexible work and labour mobility
Does flexible labour epitomise the modern approach to work? The emergence of flexible work and the growing demand for labour mobility inevitably raise questions and pose strategic challenges. Organisations are required to find a balance between the flexibility that they offer their employees and the maintenance of productivity and team cohesion.
National and international labour mobility
This modern approach to work is not unique to office staff or the Netherlands. The desire to work at home or elsewhere in the world exemplifies workers’ search for greater freedom. It offers employers an opportunity to distinguish themselves from their peers in a tight labour market. National and international labour mobility also entail obligations. Moreover, owing to growing pressures in the labour market and a dearth of professionals, employers are also frequently required to look beyond the country’s borders.
Comprehensive support for remote work and secondment
Employers can benefit from appropriate support for the development of a national and international mobility policy that is appropriate to their organisation, assistance with staff requests to work abroad and advice on labour migration. Dirkzwager offers support to employers in the following areas, amongst others:
- Mobility and remote work policies
- National and international secondment and temporary employment contracts
- Expatriate employment contracts
- The identification of obligations under labour, social insurance and tax law in the case of international staff
- The submission of applications under the 30% scheme and the calculation of salary splits
- Assistance with applications for the requisite documents, such as work and residence permits, and A1 declarations
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