Category Archives: Financial News

SARS, Employers and Remote Workers

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The South African National Treasury’s budget proposals for February 2023 have highlighted intentions to harmonize obligations for both local and foreign employers, particularly affecting remote workers. This move by the Treasury, in coordination with the South African Revenue Service (SARS), could lead to foreign employers being mandated to register as “employers” with SARS. This change is motivated by the growing global trend of remote work, which has been accelerated by the COVID-19 pandemic. It allows employers from different parts of the world to engage South African workers for remote positions, providing mutual benefits.

Currently, there exist disparities in legislation concerning the obligations of foreign employers. The proposed amendments aim to standardize the registration requirements for foreign employers, ensuring parity between resident and foreign employers. Foreign employers who previously didn’t have a “representative employer” in South Africa to handle remuneration and deductions might be required to comply with PAYE deductions, the 1% skills development levy (SDL), and Unemployment Insurance Fund (UIF) contributions.

Practical implications arise from these changes. Foreign employers may lack certain credentials necessary for SARS registration, such as a CIPC registration number or a South African bank account. In response, experts suggest employing an Employer of Record (EOR) company that acts as the in-country employer, managing payroll compliance obligations on behalf of the foreign entity. This arrangement ensures adherence to local employment laws and tax regulations while allowing the foreign employer to maintain control over day-to-day supervision and work-related decisions.

The proposed alignment aims to streamline the regulatory landscape for remote workers and foreign employers in South Africa. The draft Taxation Laws Amendment Bill for 2023, expected in July, will likely provide more specific wording for these amendments. This effort to establish consistent rules for both resident and foreign employers reflects the changing dynamics of the global workforce, driven by the surge in remote work opportunities.

The proposed changes to South African employment regulations seek to address the growing prevalence of remote work by establishing uniform obligations for foreign and local employers. While these changes pose practical challenges, the adoption of an EOR arrangement could serve as a viable solution for foreign employers seeking to navigate the new compliance landscape efficiently. The envisioned amendments represent a broader global trend in adapting legislation to the realities of remote work in the digital age.

Source: BusinessTech South Africa

Future Work at Home Outlook for Australians

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The COVID-19 pandemic prompted a massive shift in the global workforce, with many employees transitioning to remote work. In Australia, this shift has led to significant changes in work patterns and attitudes towards remote work compared to working in an office.

Before the pandemic, a Melbourne property surveyor employed 180 staff who worked in the office every day at 9 a.m. Now, employees work from home, allowing for more flexible schedules. For instance, drone operator Nicholas Coomber can start his fieldwork as early as 7:30 a.m., affording him more family time and the ability to pick up his children from daycare earlier.

While corporate leaders such as Jamie Dimon of JPMorgan Chase and Elon Musk of Tesla and Twitter call for a return to in-office work, Australian unions are pushing for remote work (WFH) to become the norm. Unions have taken legal action against Australia’s largest bank and are working with the government to advocate for continued remote work opportunities.

Australia has a history of embracing labor market changes during crises, often setting precedents for other English-speaking countries. For example, Commonwealth Bank of Australia (CBA) faced a challenge from its staff who took the bank to an industrial tribunal to contest a directive requiring office work half the time. Similarly, National Australia Bank (NAB) reached an agreement with a union allowing employees to request WFH, while Canada’s federal workers lacked similar protections.

In the European Union, lawmakers are updating telework protections to align with the post-lockdown economy. However, the demand for WFH remains strong globally. A survey found that employees with WFH experience prefer two days of remote work per week, twice as much as what bosses prefer.

Despite the benefits for employees, there’s a potential for conflict between workers and employers over remote work arrangements. The Australia Institute’s Jim Stanford noted that rising unemployment could shift bargaining power toward employers, potentially leading to a “historic confrontation.”

This shift to remote work has already impacted office landlords, with a notable decrease in demand for office space. Around one-sixth of Australian capital city office space currently stands vacant due to reduced in-person attendance.

Overall, the article highlights the evolving dynamics of remote work in Australia, showcasing the contrast between employee preferences and employer expectations, and the potential for long-term changes in work patterns and labor market dynamics.

Source: Byron Kaye

The Alarming Impact of “Loud Quitting” on Workforce Engagement and Global Economy

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BNN Bloomberg reports that, in a recent Gallup survey, it has come to light that a significant number of workers are engaging in what they call “loud quitting” – showing up for work but actively disengaging and taking actions to harm their organizations. This phenomenon is responsible for a staggering 8.8 trillion dollars in losses to the global economy, amounting to nine percent of the global GDP.

While “quiet quitters” still have a chance of being inspired or motivated to become more productive, the situation is more concerning with “loud quitters.” These employees have become a lost cause, as they demonstrate outright opposition to leadership and the organization.

Managers are faced with the daunting task of dealing with this disengagement crisis, as nearly 60 percent of workers worldwide admitted to quietly quitting their jobs. This leaves less than a quarter of the workforce who are actively engaged and contributing positively to their workplaces.

It’s not just a matter of job dissatisfaction; the lack of engagement is making people miserable, and it is taking a severe toll on the global economy. Addressing this issue and finding ways to re-engage disheartened employees is vital for organizations and economies to thrive in the long run.

London Workers Reluctant to Return to Office

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A recent survey conducted by Bloomberg Intelligence reveals that nearly 75% of London workers prefer the flexibility of remote work and would contemplate quitting their jobs rather than giving it up.

The study, which included responses from 500 employees, highlights that 40% of respondents would require a raise of at least 16% to reconsider returning to the office.

The motivation behind the survey was to gain insights into the employees’ perspective on remote work, especially considering the significant impact it has on various industries, such as real estate with multinational tenants in prime spaces.

The survey’s results indicate a strong desire for remote work among London workers, with 95% already receiving work from home options from their employers.

Moreover, 70% of respondents believe that remote work is here to stay, becoming a permanent fixture in the workplace.

The data also shows a shift in attitudes towards remote work across different age groups. In June 2022, only 44% of the older generation favored permanent work from home arrangements, but that number has now risen to 77%, bringing it closer to the preferences of younger workers.

Various factors contribute to this trend. The survey reveals that reasons for employees preferring remote work include issues such as costly commutes, rail strikes, and overall convenience. Additionally, the opportunity for salary increases is a key consideration for those considering a return to the office. However, networking and knowledge transfer for younger staff are crucial aspects that motivate some employees to come back to the physical office.

The survey’s findings strongly suggest that remote work is likely to remain a dominant feature of London’s workforce. The allure of flexibility, cost-saving benefits, and the ongoing pandemic’s influence have solidified the preference for remote work, indicating a substantial cultural shift in the city’s working lifestyle.

Finance Information

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Dave Ramsey Answers Debt Consolidation Question

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Dave Ramsey answers a Debt consolidation question.