COVID-19 has forced companies to reassess their priorities. Getting the basics right, such as payroll duties, is now by far the number one concern. Besides that, we see both a strong shift towards cost-efficiency and increased emphasis on employee experience, including personalisation and work-life balance. Although these three objectives could be met effectively by turning the spotlight on to flexible rewards, few companies seem to see the connection.
In case you hadn’t noticed: change is the only constant. With COVID-19 still affecting all areas of our society and economy, we believe that keeping our finger on the pulse has never been more important. Why? Successful adaptation starts with gathering knowledge and closely observing the market. And as the leading European payroll and HR services provider, that’s exactly what SD Worx does for you.
As the adage goes, “the clever learn from their mistakes, but the truly wise learn from the mistakes of others”. With remote working here to stay in a post COVID-19 world, offering great experiences to remote workers is the key to high engagement, effortless collaboration and – in the end – higher performance. Familiarise yourself with the fails and learn how to win with remote working.
SD Worx is celebrating its 75th anniversary. Even in these challenging times in which the world is gripped by coronavirus, SD Worx does not want to let this occasion pass unnoticed.
Every now and then, a new list of the world’s strangest labour laws is published. Common examples include China’s prohibition of women from doing physically demanding work, and Japan’s requirement for companies to measure their employees’ waistlines to monitor obesity. However, you don’t have to go that far away to find eyebrow-raising labour legislation. We’ve selected 8 examples – right from the heart of Europe. Can you connect each one to the right country?
Optimising your payroll process is no luxury in times of economic turmoil. The first step: mapping out the total cost of ownership (TCO) of your payroll. This allows you to make good use of your resources, lend focused support to your team, streamline your operations and generate transparency in complex times. So, what exactly is the TCO of your payroll? Is there room for improvement? And if so, what can you do? Let us help you answer these questions.
The COVID-19 lockdown forced international companies to switch gears overnight: remote working was suddenly the norm. In most cases, the transition happened smoother than expected and significant benefits have now become apparent. Therefore, it’s likely that remote working is here to stay. Are you planning to offer regular remote working to your international workforce? Don’t forget that this implies a set of written and unwritten rules. Here’s a basic checklist.
Managing an international workforce involves various specialist tasks, such as declaring taxes to foreign administrations, monitoring complex labour laws and elaborating attractive reward systems. That’s why most companies outsource these error-prone tasks. Both local and global HR providers can make a big difference, but remember to make well-considered choices. If you’re looking to truly bridge literal and figurative language gaps, a global partner with vast local expertise is your go-to option. Here’s why.
Europe is home to millions of expanding businesses, which play an increasingly vital role in job creation, economic growth and innovative power. They have a lot to gain in the digital era – as long as their HR strategies keep pace with the dynamic needs of their employees. Explore three powerful HR trends that are poised to impact your international company, and learn how to tackle them.
Ramadan is from 24 April to 23 May 2020. Muslims all over the world fast for a month and there is no eating and drinking between sunrise and sunset. How do you, as an employer, take this into account in the workplace?
Whether a large multinational or a small business with fewer than 50 employees, investing in an HR and payroll offering can have a markedly positive impact on the business. In fact, small companies face many of the same challenges as larger organisations. From ensuring compliance to maintaining an efficient payroll procedure, there are a multitude of ways that small businesses can transform their HR and payroll operations. Here are four ways your business can benefit.
Global Payroll Week is an annual opportunity to put the world of payroll in the spotlight. At SD Worx, we have relied on our payroll specialists during the past month more than ever before. Despite the unravelling pandemic and the most bizarre social circumstances we have faced in a long while, all salaries were processed smoothly and on time. That's quite a feat.
While governments around the world pull out all the stops to slow the spread of the coronavirus, businesses – both big and small – continue to look for the best way to emerge from the crisis with their heads held high. Obviously, HR departments play a key role in fulfilling this aspiration. How well is yours doing? Take the test and benefit from 4 rules of thumb first.
The coronavirus has brought our economy to a crawl. Internationally, governments are pulling out all the stops to support companies and citizens to reduce negative impact caused by this unprecedented crisis. This has serious repercussions for you as well as for your employees in terms of payroll and HR administration. These consequences have to do mainly with different tax and social law in the countries you operate.
With the support of technology, HR and payroll professionals can rest assured that their employees are receiving the support they require and that their operations and processes are compliant around the globe.
But, for many businesses it may be difficult to work out where to start when looking to invest in the technology that provides the right support for them and their employees. There are three key areas to consider when looking to power your payroll performance with HR technology.