Case A) as an individual:
If you work at a company where there are no work-study options, but you still want to do work-study, your first step should be to talk to your direct supervisor. This is usually followed by further interviews with the HR department and your team. Often, the first issue is trust. Unfortunately, it gets complicated when it comes to the issue of effort to enable you a workstation stay. Because in this case it is always a matter of clarifying the individual case. This costs a lot of money internally in the HR department and often externally with lawyers and tax firms for a single person. But if you have clearance from your boss and HR, you’re already a few steps ahead. In most cases, the contract is then adjusted to regulate liabilities and obligations.
Case B) for All:
If your company considers the option of almost allowing workation to all employees, it makes much more sense in the long run. In this case, holistic frameworks and rules are usually expanded in the course of the company’s own compliance fundamentals. When setting up these rules, the following factors are sensibly recorded for all: Data protection, labor law, tax law, technology, software, insurance coverage, internal information chains, approved target countries. The final regulatory process is about how these frameworks have contractual validity. This can be implemented via works council agreements and/or supplementary agreements.