Workation / remote work / mobile office is an integral part of today's work culture.
Employees are demanding flexibility in their choice of workplace. This presents employers with unexpected challenges, including dealing with social security, the possible establishment of permanent establishments or tax risks.
Recommendation: a clear guideline / policy should be agreed between employer and employee. It must be ensured that the traveling person who makes use of workation is aware of the workation and confirms the guideline / policy. The DVKG provides a tangibly simple and audit-proof confirmation process, including the creation of approval letters or supplementary work agreements.
The question of the number of workation days per calendar year must be defined. Factors influencing the determination of the number of days include:
For the choice of workation days up to 15 / 30 / 90 days with the differentiation of work from the hotel or a secondary residence, a risk assessment must be carried out.
We will be happy to assist you with the introduction of a regulation and an operational process.
