It’s crucial to consider several aspects, such as market trends, educational attainment, skill set and employment history, when determining salaries for office-based roles. Useful resources for estimating salaries include professional services, software programmes and available templates.
Nonetheless, determining the appropriate pay for remote employees can be challenging. Do the same principles apply?
In the absence of sufficient time to establish a comprehensive set of rules, working remotely from another country can be overwhelming. If you encounter challenges in this regard, please reach out to Works, the foremost authority in remote work. We are delighted to provide our expertise and support.
If not, let’s explore potential differences in pay for remote workers, as well as how, why, and what choices you have.
Debunking Myths and Misconceptions About Remote Work – And Refuting Weak Arguments for Them
The remote work compensation market is riddled with some usual misunderstandings and issues:
- Remote staff may be excluded from similar entitlements as their in-house colleagues due to their outsider status.
- Some consider remote employees as disposable and therefore deem it unnecessary to invest money in them.
- Some believe that remote employees are not putting in enough effort to deserve the same pay as their counterparts.
- There is a perception that remote employees are not performing their duties if they are not physically present in the office.
- There is a widespread belief that hiring substitutes from contracting companies is always a more cost-effective alternative.
- Some deem it unfair to compensate remote workers more since they already enjoy a significant perk—being able to work from home without any office-related hassles.
- What should be the appropriate pay for remote employees working in another state?
- Is it permissible for someone who does not live in the USA to work remotely for a company based in the United States?
- What should be the proper compensation for remote workers located overseas?
The question remains: why should remote employees receive lower compensation?
Outlined below are a few reasons why certain companies may decide to offer lower pay to their remote workers:
Less commuting expenses.
Some argue that remote employees should receive lower wages since they no longer have to shoulder the costs of traveling to and from work. They also enjoy greater flexibility in scheduling work, and their workload is more manageable as well.Access to affordable labour.
Similar to other outsourcing strategies like offshoring, remote work enables employers to tap into a pool of lower-cost workers.Cost-cutting potential of remote work.
Some view terminating the payment of remote workers’ salaries as the most effective way to reduce expenses and save costs.
Although compensation accounts for a small portion of a company’s overall expenses, there are numerous alternatives available for avoiding employee layoffs. These options include slashing equipment and office space costs, and utilizing a variety of other cost-cutting tactics. A comprehensive list of 20 such alternatives is provided below.
Additionally, companies benefit from the increased productivity and value that their remote employees bring to the organization. Offering them a lower salary package can convey a negative message and cause them to feel undervalued and unappreciated for their efforts.
Is There Truly a Disparity in Compensation for Remote Work?
Currently, the compensation criteria for remote work have been established and revised based on a limited set of rules, exceptions, and guidelines. As a result, determining whether or not companies should reduce pay for remote workers isn’t a straightforward matter. Each business must make its own assessments as to whether or not to implement a reduction in pay for staff working from home and at what point they should do so.
The answer to this question may also be contingent on whether or not the remote worker is:
American citizens employed domestically or internationally
Most businesses that have adopted remote work culture believe in compensating remote employees on par with their counterparts who work on-site. At a FlexJobs-hosted webinar, all participants unanimously agreed that “there is no difference” between working remotely and working in an office. It was established that the total salary is determined by job role and performance, regardless of whether an employee is based in the office or working remotely.Full-time employment with a company vs. independent work.
In the United States, both salaried employees and long-term independent contractors typically receive similar compensation to those working in an office. However, engaging with remote temporary contractors may not significantly reduce office space or equipment costs for businesses.Foreign workers who are not U.S. citizens
Hiring remote workers from other countries can be more cost-effective than hiring within the United States. Candidates from Eastern Europe and South/Southeast Asia, for instance, are widely regarded as offering excellent value, as they often possess a high level of education and skill, but can be hired at a fraction of the cost than their American counterparts.
When deciding on the salaries of remote workers, it is worth considering if your organization has embraced a ‘remote culture.’ This is an important but unspoken consideration, especially if your company has plans to hire additional remote staff (as indicated in the figure below). In such cases, it is crucial to assess whether reducing salaries is the most appropriate course of action.
Several reasons why paying remote workers the same as their in-office counterparts can be advantageous for your company.
Both the company and its workforce can benefit tremendously from being viewed as ethical and equitable in their compensation practices. Employers who offer their employees competitive salaries send a clear message that their work is highly valued. Such a reputation can help in attracting potential employees and demonstrate that your organization is an excellent place to work.
If remote jobs in your organization pay more than on-site positions, then:
- You won’t have to spend less time and money searching for qualified candidates on job boards with questionable credibility.
- You can connect with qualified candidates without compromising your standards, which could end up costing you more in the long run.
- It reflects the notion that your organization is reliable and transparent.
- By being willing to hire remote workers without reducing their salary, you can attract the most highly qualified candidates.
In today’s world, transparency is a prevailing feature. Platforms like PayScale, the Salary Project, and SalaryList, among others, make it easy for anyone to look up salary ranges. Similar to how employers use social media to learn about a prospective employee, potential employees can research employers on websites like Glassdoor. As a result, companies that fail to treat their employees fairly will find that skilled workers are seeking other job opportunities. This is not ideal in a job market currently driven by supply and demand of workers.
Recently, the well-known corporate conglomerate Amazon was compelled to raise its minimum wage to $15 per hour because of the Stop Bezos Act, which was proposed by Senator Bernie Sanders. Although your organization may be much smaller in scale, it is crucial to recognize the impact of public pressure when making business decisions.
Though compensation may not be the topmost priority for employees given the option to work remotely, it is worth noting that financial incentives can serve as a motivating factor for valued employees when considering new career prospects. In fact, many individuals are willing to accept a pay cut in exchange for the option to work from home, but they may eventually begin to place more value on the financial aspect of their employment.
What Are the Factors That Impact Overall Compensation for Remote Workers?
Compensation is frequently adjusted based on the geographical location, taking into account the variance in cost of living between rural and urban areas. It is also possible that a company’s headquarters may be situated in one state, while the remote employee is based in another, depending on how ‘remote’ is defined.
Outlined below are three methods for calculating compensation for remote workers, accompanied by an explanation of each:
What is the location of the primary office?
Workers at these companies, regardless of their location, receive equitable compensation.Location of your remote workers
Some companies may leverage the proximity of their remote employees to rural areas as a competitive advantage. Alternatively, if their employees are based in pricey metropolitan zones such as Los Angeles or New York, the company may be more adaptable with their policies.Market-based and unconnected to physical location
Many companies that function with a completely remote staff frequently adopt this approach for determining compensation, which is based on the individual contribution of an employee to the organization, rather than their location.
Compensation for remote workers located outside the US The most effective approach for calculating compensation for remote workers situated in foreign countries is to consider both their geographical location and the existing job market conditions when making the determination. This method ensures the most accurate and precise assessment of compensation levels.
If you base your employee compensation solely on local rates, you may find it difficult to compete with other companies within the same city or even the same country that may offer higher salaries. However, if you consider the rates available in the global market, you can stay competitive with the most attractive local offers, outclass the leading local employers for attracting the best talent, and yet spend less than the US industry standard.
A System that Delivers Results
At Works, we recognise the significance of managing the finances associated with paying remote employees, allowing you to concentrate on running your business. This is why we take pride in offering a comprehensive, worldwide search for the most proficient candidates and present them to you at competitive rates. Additionally, we handle all of the administrative duties, including paperwork for hiring, payroll, and benefits. If you need assistance with financial matters, please get in touch with us via email. We would be delighted to manage it for you.
