Here’s a surprise statistic you might not have expected to witness in 2025:
“82% of UK businesses now offer some form of remote work”
And yet, two-thirds of managers still say they’re not fully prepared for the legal, cultural, and operational challenges of running global teams. Well, it’s all true!
If you’ve ever tried managing people (or employees) across countries, you’ll know it’s more than a “time zone” confusion. There’s payroll in multiple currencies, country-specific employment laws, tax deadlines, and even cultural habits that affect how people work. And of course, the primary goal remains the same, that is, you still need to keep everyone productive and happy.
Basically, remote work isn’t just about sending someone a laptop and hoping they stay online. But it’s about putting systems in place that actually function across borders, legal frameworks, and different ways of working.
Whether you have just started or you have been managing remote for years, you will learn everything about managing remote work from this guide.
What Remote Work Really Means (Today)
Think back to those early COVID pandemic days when “remote work” meant turning on your laptop on the kitchen countertop.
No, that’s not today’s reality anymore!
Now, it’s a deliberate, structured way of working, with 66% of employees having returned to full-time office work by 2023, yet 41% still preferring hybrid arrangements and with teams that might be spread across three, five, or even ten countries. For instance, our core team at Teamed is spread across 10 countries, from European time zones to LATAM and India.
In the traditional office model, everyone followed the same tax rules, had the same public holidays, and worked similar hours.
Now, things are far more varied. You might have:
- A marketing manager in Germany covered by AÜG employment rules.
- A developer in Australia following the Fair Work Act.
- A designer in Brazil paid in reais.
- An analyst in Singapore expecting payment in SGD.
To be specific, this shift isn’t only about flexibility, but it’s about tapping into the world’s best talent. But the companies thriving in this space aren’t just “allowing” remote work. They’re building remote-first systems designed for efficiency, compliance, and culture, following proven frameworks like GitLab’s all-remote methodology.
Legal Foundations: Hiring Remote Employees Without Borders
If you’re thinking you can just take your UK employment contract, change the country name, and send it to a worker overseas, you’re in for a surprise.
Let's be clear, the fact is, International hiring is a different ballgame.
Understanding Employment Classification Globally
Every country has its own rules about what counts as an employee or contractor, as documented in OECD remote work studies.
- In the UK, IR35 decides how contractors are taxed.
- In Germany, AÜG covers temporary worker rules.
- In France, there are strict guidelines for fixed-term vs. permanent contracts.
- In South Africa, the Labor Relations Act (LRA) and Basic Conditions of Employment Act (BCEA) set out strict rules around employment, like workers placed through labor brokers must be treated as employees after three months, with access to the same benefits as direct hires.
Not understanding these differences can lead to unexpected tax bills or legal trouble.
To be more precise, what your country calls a “freelancer” might be considered an employee elsewhere, and that can mean mandatory benefits, social security contributions, and more paperwork.
Entity Requirements vs. EOR Solutions
In the past, if you wanted to hire in a new country, you had to set up a legal entity there. That could take months and cost thousands. But things have taken a different turn altogether today.
Now, Employer of Record (EOR) services handle this complexity. They become the legal employer, sort out contracts, run payroll, and make sure you’re compliant, all while you manage the person’s actual work. This approach can cut your hiring timeline from 6–12 months to just 24–48 hours.
Contractor vs. Employee: Global Implications
The difference between a contractor and an employee matters a lot, both financially and legally. It is also because many countries have tightened their rules.
For example:
- Portugal now wants companies to justify why someone should be a contractor.
- Spain’s “Rider Law” moved many gig workers into employee status with full benefits.
Get this wrong, and you could face fines, back payments, and reputational damage.
Global Payroll in Practice: Paying People Across Borders
Paying a team spread around the world is about more than just currency conversion.
You have to think about:
- Different pay schedules: Monthly in most of Europe, bi-weekly in parts of North America.
- Tax rules: Each country has its own withholding requirements and social security contributions.
- Banking regulations: Some countries require local bank accounts for salary payments.
Exchange rates can also throw off your budget. A salary agreed in USD might be fine today but cost 10% more in GBP next quarter. Many companies take care of this risk by hedging currency or adjusting salaries every few months.
And then there’s the paperwork. A team of 50 spread over 10 countries could generate 500+ compliance documents every year.
Managing Compliance Across Borders (Without Burning Out)
Trying to keep up with every country’s laws one by one is a recipe for stress. At this point, we all ask ourselves, is there any solution?
The answer is: a compliance system!
- Compliance calendars: Track tax year ends, filing deadlines, and report dates for each jurisdiction.
- Local expertise: Partner with legal and tax advisors who have the knowledge of local laws and global hiring setups.
- Standardised documentation: Use similar formats for contracts, performance reviews, expense approvals, and terminations.
- Ongoing monitoring: To catch changes early, subscribe to legal update bulletins and run quarterly reviews.
If you set your processes to meet the strictest country’s requirements, you often exceed others automatically.
Cultivating Culture & Productivity in Remote Teams
Culture doesn’t magically appear when people work remotely, but you have to create it intentionally using established remote-first practices that have been tested at scale. You have to make efforts to create a virtual environment that everyone enjoys.
- Overlap windows: Instead of forcing everyone to work the same hours, pick short windows where most people are online. For example, UK companies might use 9–11 AM GMT for Europe/Asia overlap and 3–5 PM GMT for Europe/Americas.
- Structured casual time: Since “hallway chats” don’t happen naturally online, create opportunities — coffee breaks, hobby-based channels, or social minutes before meetings.
- Clear communication norms: Decide how quickly people should respond, meeting etiquette, and which tools to use for different types of information.
- Focus on results: Measure output, not activity. 91% of remote workers report being equally or more productive when working flexibly. So, define deliverables, set deadlines, and let people decide how to work best.
Overall, strong documentation ties it all together, helping teams in different time zones stay aligned.
Choosing the Right Tools for Global Remote Work
Being a manager, you have to understand the truth that the best tools for a local team aren’t always the best for a global one.
Here are some right tools that can make things easier for you!
- Data privacy: GDPR might keep EU employee data in Europe, while China’s data laws can require local hosting.
- Cultural preferences: Some teams thrive on detailed project plans, others prefer flexible boards.
- Finance systems: Expense and payroll tools need to handle multiple currencies and banking systems.
- HR compliance: Your HR platform should generate legally valid records for each country.
Integrated tool suites help avoid the chaos of juggling 10 different apps.
Manager’s Remote Work Toolkit: Downloads & Checklists
Lastly, managing a global remote team is exciting but complex. But don’t worry, because checklists make it easier.
You can keep these checklists in hand to make things work for you better.
International Hiring Checklist
When you are hiring internationally, you have to keep in mind more than just a candidate's skills.
- Check employment classifications in each country
- Decide if you need a local entity or EOR
- Research local pay rates and benefits
- Collect all compliance documents
- Set up payroll to meet local rules
- Plan onboarding to fit local customs
Compliance Management Framework
Compliance is not just a one-time thing, but a continuous responsibility that you have to be responsible for!
- Monthly: Check payroll accuracy and tax withholdings
- Quarterly: Review legal changes and update policies
- Bi-annually: Adjust pay for market and currency shifts
- Annually: Run a full compliance audit
Remote Culture Assessment
A strong culture keeps remote teams engaged and connected. Measuring the right factors helps you spot issues before they grow.
- Track communication across time zones
- Measure engagement by region
- Check meeting participation balance
- Monitor shared knowledge usage
- Count informal interactions
Crisis Management Protocols
When challenges hit, quick action keeps operations steady. Having clear protocols ensures your team knows what to do in any situation:
- Keep global emergency channels ready
- Define decision-making roles across zones
- Plan for internet outages
- Prepare for sudden law changes
- Ensure payroll continuity during currency issues
Partnering with “Teamed” to Make Remote Work… Work
Managing global teams doesn’t have to be a maze of red tape, hidden fees, and sleepless nights. With Teamed, you get a simpler way to build across borders - fast, compliant, and human-first.
• If you’re a mid-market company scaling globally (200–1,000 employees): We give you legal-clean onboarding across the U.S., Canada, and 150+ other countries. Payroll runs correctly, filings land on time, and you get named specialists who understand state-by-state U.S. rules and Canada’s provincial systems, no tickets disappearing into a help desk queue.
• If you’re a founder-led growth company (50–200 employees): You need speed and clarity. That’s why Teamed onboards hires in as little as 24 hours, with honest pricing starting at €299 per employee and zero hidden costs. We keep compliance watertight so you can hire confidently without an in-house legal team.
Unlike “automated-only” platforms, Teamed is the unified employment platform:
✅ Hire via EOR, contractors, or your own entity, and switch models without re-papering
✅ Stay compliant across 150+ countries with built-in safeguards
✅ One platform, one bill, no messy workarounds
✅ Human-first support, a real specialist answers when you call
That means fewer payroll errors, predictable costs, and peace of mind that nobody falls through the cracks. You focus on growing your teams. We handle the contracts, compliance, and payroll.
Ready to see how Teamed makes global hiring simple? Let’s talk.
Frequently Asked Questions About Remote Work
How does remote work actually work for employees?
Remote employees work from home or other locations using digital tools like video calls, project management software, and cloud platforms. They follow structured schedules, attend virtual meetings, and deliver work online while maintaining regular communication with managers and teammates.
Does a remote job mean work from home?
Not always. Remote work includes work from home, work from anywhere (coffee shops, co-working spaces), digital nomad roles, and hybrid arrangements that combine remote and office time. The key is eliminating the daily office commute.
What are some remote working examples?
Common remote roles include software developers, customer service reps, content writers, virtual assistants, data analysts, graphic designers, project managers, sales reps, and accountants. Most knowledge-based jobs can be done remotely.
What is hybrid work?
Hybrid work splits time between remote and office locations. Common models include 3-2 splits (3 days office, 2 remote), fixed schedules, or flexible arrangements where employees choose when to visit the office.
How do remote jobs pay you?
Remote workers get paid through direct deposit, digital platforms (PayPal, Wise), international transfers, or contractor payments. Payment frequency varies (weekly, bi-weekly, monthly) and remote employees typically receive the same benefits as office workers.
Are remote workers actually working?
Yes. Studies show 54% of remote workers are more productive at home, with productivity increases of 13-50%. Remote workers often work 1.4 extra days per month and report better work-life balance, though success depends on individual discipline and proper management.
How does working remote work?
Remote work requires high-speed internet, video conferencing tools, cloud file sharing, and project management platforms. Workers follow defined schedules, have regular check-ins, meet virtual deadlines, and focus on results rather than hours worked.
What is the dark side of remote work?
Challenges include isolation and loneliness, difficulty switching off from work, family interruptions, fewer networking opportunities, technical issues, distractions at home, and difficulties building team culture remotely.
What is 100% remote work?
Fully remote companies have no physical office requirements. Employees work from anywhere, all meetings are virtual, and operations are completely digital. Companies like GitLab and Buffer prove this model works across industries while accessing global talent and reducing costs.
What equipment do you need for remote work?
Essential remote work equipment includes a reliable computer, high-speed internet (minimum 25 Mbps), a webcam, noise-canceling headphones, and an ergonomic chair. Many companies provide laptops and stipends for home office setup.
How much do remote jobs pay?
Remote jobs typically pay the same as office positions, with salaries ranging from $35,000-$200,000+ depending on role and experience. Some companies adjust pay based on location, while others maintain consistent global salaries.
What are the best remote work companies?
Top remote-first companies include GitLab, Buffer, Zapier, Automattic, InVision, and Basecamp. These companies offer competitive salaries, strong remote culture, and comprehensive benefits for distributed teams.
How to find legitimate remote jobs?
Use reputable job boards like FlexJobs, Remote.co, We Work Remotely, and AngelList. Avoid job postings requiring upfront payments or promising unrealistic earnings. Research companies thoroughly and verify job offers.
What skills are needed for remote work?
Key remote work skills include strong communication, self-discipline, time management, digital literacy, problem-solving, and adaptability. Technical skills vary by role but basic proficiency with video calls and collaboration tools is essential.
Is remote work here to stay?
Yes. 82% of UK businesses now offer remote work options, and 74% of companies plan to permanently maintain remote policies post-pandemic. The trend toward flexible work arrangements continues growing globally.
What are remote work challenges for managers?
Manager challenges include maintaining team communication, measuring productivity, building company culture, onboarding new hires virtually, and coordinating across time zones. Success requires adapting leadership styles for digital environments.
How to stay productive working from home?
Create a dedicated workspace, establish daily routines, set clear boundaries, take regular breaks, minimise distractions, and use productivity tools. Schedule focused work blocks and maintain regular communication with your team.
What is asynchronous work?
Asynchronous work means team members work at different times rather than simultaneously. Communication happens through written messages, recorded videos, and shared documents rather than real-time meetings, embracing asynchronous communication strategies allowing for global collaboration across time zones.
How to build remote team culture?
Build culture through regular virtual coffee chats, team-building activities, clear communication guidelines, celebrating achievements, creating informal chat channels, and ensuring equal participation in meetings regardless of location.
What are remote work tax implications?
Remote workers may face different tax obligations based on their location and employer's location. Some can deduct home office expenses, while others working across state or country lines may owe taxes in multiple jurisdictions.
How to manage remote work burnout?
Prevent burnout by setting clear work boundaries, taking regular breaks, maintaining social connections, exercising regularly, and communicating workload concerns with managers. Separate work and personal spaces when possible.
What is the future of remote work?
The future includes hybrid models, AI-powered collaboration tools, virtual reality meetings, outcome-based performance metrics, and greater focus on work-life integration. Remote work will become more sophisticated and globally accessible.
