The COVID-19 pandemic proved that the world is ready for remote workers. Specialists expect the trend of working remotely to continue even after there won’t be any restrictions and people will be able to circulate freely. 

Moreover, more companies are starting to see the benefits of a global contingent workforce that allows them to widen the talent pool and select people based on their skills alone. This opens the door to a whole new way of doing business; a world where the independent contractor and the employee can cohabitate and collaborate within the same company. 

Still, global workers come with an extra set of challenges as well, so companies must find ways to address their needs. After all, an independent contractor is a different category of worker (in comparison with the standard employee), one that can be seen more like a business collaborator and less as an employee. Therefore, a company looking to hire global workers, must also learn about independent contractor compliance and ensure they follow the laws established by their governmental authorities. 

However, a contingent workforce is not just about independent contractors and freelancers. First of all, besides freelancers and independent contractors, there are about five different categories of contingent workers: 

  • Professional service providers
  • Temporary and seasonal workers
  • Agency temp workers and staff augmentation
  • Special cases
  • Outsourced service providers

Second of all, each of these types of workers has its own special needs and conditions, which is why companies need to consider global contingent workforce solutions when it comes to such a diverse work environment. And one of these special situations shows up when it comes to relocation. 

How to Relocate A Global Workforce

Considering the complexity of the situation, the best approach is to search for a reliable relocation services provider that can offer assistance with both legal advice and logistics. In addition, considering the current COVID-19 situation, relocation comes with extra issues concerning the safety and health of everyone involved. 

Still, as long as you have the help of a specialist in relocation services who is up to date with the latest safety standards and regulations, it is not an impossible activity. Regardless, make sure this move is absolutely necessary for your company (especially since you are already familiar with remote workers). 

Overall, the relocation of a contingent worker is quite similar to the relocation of standard employees but may involve a few additional steps regarding legal matters. Moreover, since you don’t use standard, unlimited work contracts, a relocation would only be temporary. Additionally, you may also have to deal with work visas and other similar papers, if the workers are coming from outside the country. 

Is Relocation Necessary?

When it comes to a global workforce you are dealing with an extremely diverse environment that can bring together people from all walks of life and from all over the world. Therefore, when companies hire remote workers they may do so in the idea that relocation is not necessary. 

Given the current state of fast internet and communication, in many situations, there’s no need to relocate. Still, there are special cases (especially with seasonal or temporary workers) when a change of location is the best option for both parties. In addition, if an independent contractor or freelancer decides to change location (for work-related reasons), the company may provide relocation assistance in order to preserve the collaboration. 

Overall, while the situation may be more complex and nuanced, global worker relocation, even in times of a pandemic, is possible. You just have to make sure to take all the necessary precautions and analyze the situation to identify the best possible outcome. 

CXC has offices in 35 countries around the world and provides workforce management solutions in 75+ countries.  Our global footprint enables us to provide insight and in-depth knowledge to our clients and partners when engaging global workers.  Workers can be paid in the local currency where they perform the work while CXC ensures the payments are compliant.

If you are looking to relocate a worker or engage a remote or global worker, speak to one CXC’s workforce specialists to find out more about our global workforce solutions.

Kathryn Hopkins

Originally from New Zealand, Kathryn joined CXC in 2012, where she worked with the New Zealand and Australia offices, before moving to the United States in 2014, where she now resides in Los Angeles. Having a background in sales and marketing in a range of industries, including the recruitment and tech sectors and working for top brands including Microsoft, Sony, Qantas and Deutche Bank gives her a well-rounded approach to business and understanding of the successes and intricacies at all levels. Kathryn now heads up marketing for CXC in North America and has been key in developing CXC’s online presence and brand awareness, focusing on contingent workforce, gig economy, workforce trends, future of work and global compliance.