Slovakia Employer Survey: Remote Work Insights

Is Portugal moving away from remote work? We know we’re not, but recent discussions in Portugal’s government suggest a push to reduce, or even eliminate, remote work. For many professionals, that could mean losing the flexibility they’ve come to value since the pandemic. What’s changing? Under the current law, telework is voluntary and must be agreed in writing. Employees can refuse without explanation, and refusal can’t be used as grounds for dismissal. The proposed reform could: ➡️ Require employees to justify refusing telework ➡️ Remove protections that prevent dismissal or penalties for refusal In short: a shift from employee choice to employer control. 💡 At Jobbex, people always come first: before policies, before processes. We believe the future of work isn’t about going fully remote or fully on-site. It’s about choice. We offer flexible models that adapt to the needs of both companies and employees: 👉 Hybrid teams that combine on-site collaboration with remote efficiency 👉 Fully remote setups for roles that don’t require physical presence 👉 On-site teams when projects demand it Because when people can work in the way that suits them best, they deliver their best. 📍 Based in Lisbon, delivering talent worldwide #FutureOfWork #RemoteWork #HybridWork #JobbexIT #PeopleFirst #NearshorePortugal #TechTalent #FlexibleWork

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)

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

Bye Bye Full Office! Remote or Hybrid: a clear message for recruiters and employers. Our recent poll ended with very clear results: 45% prefer remote 44% prefer hybrid (2–3 days office) 0% prefer full office 11% prefer flexibility by role This is more than just a preference, it’s a signal. 🚩 Flexibility has become a decisive factor for candidates across Europe. Employers who don’t adapt risk losing talent, while employees are increasingly confident in asking for hybrid or remote models as the standard. After these results, at Blu Selection we dug deeper: we looked at whether this trend is reflected across European markets. The answer is YES. Here’s what we see: In France, Spain, and Italy, hybrid work (2–3 days in the office) is already becoming the standard. 🇨🇵 🇪🇸 🇮🇹 In Northern Europe and the Netherlands, remote-first approaches are much more widely accepted. 🇳🇱 🇸🇪 🇳🇴 🇩🇰 In tech and digital sectors, full flexibility is now a key element in attracting international talent. 🧲 The conclusion is clear: the question is no longer if companies can offer flexible work, but whether they can afford not to. 👉 What do you think: should hybrid and remote now be considered the new baseline for all roles, or should companies keep full control of their work models? #recruitment #europe #work

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

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

Pros of Remote Work in 2025 🌍 The future of work is flexible, borderless, and smarter than ever.remote work isn’t just a trend, it’s a transformation. #RemoteWork #FutureOfWork #WorkFromAnywhere #DigitalNomad #RemoteLife #GlobalTeams

One critical trend shaping migration: Remote work transforms competition. With 14% of workers now remote nationally, communities must focus on attracting individuals, not just employers. Talent is the new currency! #RemoteWork #WorkforceMigration #TalentStrategy #FutureOfWork https://lnkd.in/gv6Vmnwr

🌍 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