Jobbex IT’s Post

Thank you to the 512 employers who participated in the Employer Survey in Slovakia! It’s been a great journey, and thanks to you, we’ll be able to compare the results with countries such as Luxembourg, Germany, Portugal, and Finland. What interesting insights did we discover in Slovakia? • Organizations that use remote work more often report higher employee satisfaction and lower stress levels. • The most frequently mentioned challenges of remote work include more demanding team coordination and negative perceptions of work monitoring. • 76% of respondents provide benefits to their employees — most of them are organizations that use remote work. • 64% of respondents who currently do not use remote work in their organization do not expect this to change within the next five years. Keep an eye on this Linkedin Page for future updates and first findings, or become a stakeholder on our website https://lnkd.in/ei47nCZJ and help shape the future of remote work! #ww4wl #remotework #EUHorizon Trexima Bratislava hbits #Motusresearchplatform #slovakia #mentalhealth

🌍 Cross-Border Remote Work Flexibility in the EU As the nature of work evolves, the EU has a real opportunity to rethink how remote work interacts with tax and employment regulations across member states. Allowing employees to work remotely from another EU country for part of the year — close to their families and communities — could bring major social and economic benefits: ✅ Ease pressure on overcrowded cities like Dublin, where housing and infrastructure are stretched. ✅ Support regional economies, from local cafés and hotels to rural service industries. ✅ Improve wellbeing and family connection — key drivers of talent retention and productivity. A balanced framework could be introduced — for example, up to three months abroad followed by one month in the employer’s home country. This would maintain business ties while offering genuine flexibility. Naturally, this would require careful coordination around taxation, social contributions, and employment law. But the long-term rewards — both human and economic — could be significant. There’s growing research showing that hybrid and cross-border remote work are here to stay, with real implications for cities, housing, and taxation. See Eurofound, OECD, and McKinsey reports on telework adoption, worker preferences, and how hybrid work is reshaping urban economies. 📄 https://lnkd.in/epC25QMM? It’s time for a serious conversation about what a truly connected, flexible European workforce could look like. #RemoteWork #FutureOfWork #EuropeanUnion #CrossBorderWork #HybridWork #WorkLifeBalance #SmartCities #EUPolicy #SustainableGrowth

Remote work in Europe is no longer just a trend. It has become a competitive advantage. Across the continent, companies are discovering that flexibility is not a cost but an investment...one that brings measurable results. Here is what the latest data shows: 1️⃣ Access to a wider talent pool. Remote work allows companies to hire beyond their city or even their country. This improves diversity, expertise, and talent retention. 2️⃣ Operational savings. Less office space, fewer commuting costs, lower energy consumption. Remote structures are leaner and smarter. 3️⃣ Higher engagement and loyalty. European employees now see flexibility as a core value, not a perk. Companies offering hybrid or remote options attract and keep top talent. For employees, this means more than convenience. It means time regained, less stress, and the freedom to perform at their best. If your company is still asking “How do we bring people back to the office?” Maybe it should be asking “How do we build performance and connection from anywhere?” The future of work is not about where we sit. It is about how we grow, together. #RemoteWork #Europe #FutureOfWork #Leadership #Productivity #BusinessStrategy

Across Europe, the way people work has changed profoundly. Remote and hybrid models are now a lasting part of the professional landscape, reshaping how companies think about productivity, well-being, and connection. In Spain, remote work continues to grow under Act 10/2021, which requires formal agreements, provision of equipment, and the right to disconnect. Hybrid models are common, especially in Madrid and Barcelona, where many employees split their time between home and office. Around 15 percent of all workers now work remotely in some form, with higher rates in the technology and finance sectors. In France, hybrid work is firmly established. Seventy-two percent of employees report working partly from home, averaging two days per week. The French framework emphasises fairness, mental health, and sustainable conditions for both companies and employees. In Italy, remote work has become part of everyday professional life. About 20 percent of employees work remotely, either fully or partially. Flexible schedules attract workers across generations, though challenges such as isolation and blurred boundaries remain. Companies are increasingly focusing on wellness tools and clearer structures to support balance and performance. In the Netherlands, hybrid work has become the standard. More than half of Dutch employees work from home occasionally or regularly, with an average of two remote days per week. A tax-free homeworking allowance encourages flexibility, and most employers now see hybrid work as a cornerstone of good practice. In Belgium, structural remote work is governed by collective labour agreement No. 85, requiring a written agreement and ensuring that employers provide equipment, cost coverage, and compliance with health and safety standards. Employees are insured during home-based work activities. In Germany, roughly one in four employees works remotely, either fully or part-time. Hybrid models remain popular, driven by a strong demand for flexible hours and cross-generational interest in balance and autonomy. In Austria, remote work has become an essential factor in recruitment. Many job seekers now expect at least partial flexibility, and employers who resist this shift risk losing talent to more adaptable competitors. Across Europe, back to work no longer means returning to the office every day. It means finding smarter ways to work: flexible, inclusive, and connected. At winglobally, our members help companies adapt to these evolving realities, aligning global expertise with local employment frameworks. #winglobally #businesssetup #europe #employmentlaw #remote #hybridwork #hr #worklifebalance #internationalbusiness #crossborder #globalnetwork

Title: 📌 The Future of Remote Work in Europe: A Permanent Shift? 💡 European companies are increasingly adopting remote work as a permanent solution, not just a short-term fix for the pandemic. 🔍 The shift towards remote work in Europe is driven by several factors. First, businesses recognize the benefits of reduced office costs, increased productivity, and a wider talent pool. Second, employees appreciate the flexibility, work-life balance, and reduced commuting time. However, remote work also presents challenges, such as ensuring effective communication, building company culture, and addressing potential employee isolation. 💬 As remote work becomes more common, how can businesses and employees navigate these changes successfully? Let's discuss! #remotework #futureofwork #europe (Country Flag: Europe)

Remote work myths are still everywhere 👀 Let’s clear a few up: ❌ “Remote workers are less productive.” ✅ Recent studies tell a different story. Research from King’s College London (2025) found that remote work can boost productivity by more than 10%. ❌ “Remote work is lonely.” ✅ It can be, but when you join the right communities, remote work builds even stronger networks. ❌ “Remote is temporary.” ✅ Not anymore. Data from the Bureau of Labor Statistics shows remote and hybrid roles continue to rise, shaping the long-term future of work. The truth? Remote work isn’t perfect, but neither was the office. The future of work is flexible, and learning to thrive in that flexibility is the real skill. #RemoteWork #HybridWork #Productivity

🏡 Remote Working: Expanding Access to Talent Remote working has transformed the way businesses operate. Post-pandemic surveys show that remote work is linked to increased job satisfaction and a better work-life balance. However, challenges like isolation and blurred boundaries between home and work remain. Employers need to provide social support, autonomy, and manageable workloads to ensure remote work benefits are fully realised. At Ubuntu BPO, we help businesses embrace remote working by connecting them with top talent from South Africa. Want to know more? Visit our website to book a free consultation: https://ubuntubpo.com/ #RemoteWork #WorkFromAnywhere #UbuntuBPO

🌍 The Power of Remote Work in Today’s World 💻 Remote jobs are no longer just a “flexible option” — they’ve become a key part of modern career growth. Here’s why they matter more than ever: ✅ Access to Global Talent: Companies can hire the best minds from anywhere in the world. ✅ Work-Life Balance: Professionals can save time, reduce stress, and focus more on productivity and well-being. ✅ Inclusivity & Opportunity: Remote work opens doors for parents, caregivers, and those living outside major cities. ✅ Sustainability: Fewer commutes mean a smaller carbon footprint and a better planet. In today’s digital era, remote work isn’t just the future — it’s the present. Let’s keep building workplaces that trust, empower, and inspire people wherever they are. 🌎 #RemoteWork #FutureOfWork #WorkFromHome #DigitalWorkplace #Productivity

The new corner office is at home **Unlocking Remote Work Equity: A Blueprint for Fair and Successful Transition** In the quest for fair remote work opportunities, decisions about who works where are sparking tension, revealing deep-seated issues of favoritism and fairness within organizations. Research shows that inequality in remote work is on the rise, with high-income employees predominantly benefiting from remote options. To navigate this evolving landscape, organizations must: 1. **Clarify the Value of Remote Work for Everyone:** Leaders need to clearly articulate how remote work contributes to productivity and overall performance, ensuring that the benefits are well-understood by all employees. 2. **Involve Employees in Hybrid Policy Creation:** Enabling employees to have a voice in shaping hybrid work policies fosters acceptance of unequal arrangements. Engaging with employees across functions and roles is key to ensuring a sense of fairness. 3. **Enhance the In-Office Experience:** Investing in meaningful improvements in the in-office environment goes beyond superficial perks, signaling to on-site employees that their experience is valued and respected. *How should organizations address the emerging challenges of remote work inequality and ensure a smooth transition to hybrid work? Share your thoughts below!* 🌐 #RemoteWork #HybridWork #WorkplaceEquity #FutureOfWork #EmployeeExperience #FairnessInWork Pioneering a safer AI future at the #AISeoulSummit with UK & South Korea #Innovation #GlobalProgress