Remote work on shopping mall rf. Features of labor regulation of remote workers

remote employee is a remote worker.

Remote workers are persons who have entered into remote work.

Such employees are subject to labor legislation and other acts containing labor law norms, of course, taking into account remote features.

How remote workers work

When working remotely, employees work (Article 312.1 of the Labor Code of the Russian Federation):

1) outside the location of the employer;

2) outside stationary workplaces under the control of the employer;

3) using public information and telecommunication networks, including the Internet, to perform a labor function and to interact with an employer.

Documents when applying for a job

The list of documents that must be presented at the conclusion of an employment contract is established by Art. 65 of the Labor Code of the Russian Federation. These include:

passport or other identity document;

work book (except for cases when an employment contract is concluded for the first time or an employee goes to work on a part-time basis);

insurance certificate of state pension insurance;

military registration documents (for those liable for military service and persons subject to conscription for military service);

a document on education, qualifications or the availability of special knowledge - when applying for a job that requires special knowledge or special training.

The procedure for hiring

To hire a remote worker, an employer must complete the following steps:

1. Obtain mandatory documents from the employee.

2. Familiarize the employee with the local regulations of the organization related to his direct work.

3. Draw up an employment contract.

5. Fill out a personal card. For more information on how to fill it out, see the section "How to fill out in form N T-2" of this material.

6. Draw up a work book (except for the case when the parties have agreed not to draw it up and not to make entries about remote work in it).

Remote workers are included in the organization's staff on an equal basis with regular workers. The legislation of the Russian Federation did not establish any exceptions in this matter.

Electronic document management

With remote work, a fundamentally new form has been established - the exchange of electronic documents.

Each of the parties must send confirmation of receipt of an electronic document from the other party within the period specified in the employment contract for remote work.

For such an exchange, the parties to the employment contract need to obtain an enhanced qualified electronic signature. Information in electronic form, signed with a qualified electronic signature, is recognized as an electronic document, which is equivalent to a paper document signed with a handwritten signature and containing a seal.

Through the exchange of electronic documents, the employer can:

1) conclude an employment contract on remote work with an employee;

2) before signing the employment contract, familiarize the employee with local regulations, which are provided for in Art. 68 of the Labor Code:

internal labor regulations;

collective agreement and regulation on wages;

other local regulations directly related to the work of a remote employee;

3) amend the employment contract by drawing up an additional agreement;

4) familiarize the employee with orders (instructions), notices, requirements or other documents with which the employee must be familiarized in writing against signature.

The employee can, in the form of electronic documents, send to the employer various statements, explanations, appeals and other information that he has the right or must provide to him.

Features of concluding an employment contract

The location of the employer is indicated as the place of conclusion of the employment contract on remote work.

The place of work of a remote employee must also be indicated in the employment contract.

From the definition of remote work given in Art. 312.1 of the Labor Code of the Russian Federation, it follows that for an employee, the place of permanent work is the place of his location.

An employment contract on remote work may provide for an additional condition on the obligation of a remote worker to use, in the performance of his duties under an employment contract on remote work, equipment, software and hardware, information security tools and other means provided or recommended by the employer.

Taxation of income of a remote worker

The income of an individual received as a remote worker of a Russian company is subject to personal income tax in accordance with the generally established procedure and is withheld by the employer.

In this, a remote worker is no different from a regular employee of an organization.

Compensation and guarantees

Remote workers enjoy guarantees and compensations provided by labor legislation to all employees working under an employment contract:

annual paid leave of at least 28 calendar days;

additional holidays and study holidays;

• benefits for temporary disability, for pregnancy and childbirth, for caring for a child up to 1.5 years.

Still have questions about accounting and taxes? Ask them on the forum "Salary and personnel".

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THIS ARTICLE IS A CHAPTER OF THE AVAR BOOK LABOR LAW OF RUSSIA

The new law introduces major changes to Russian labor law. Now there is a legal opportunity to organize remote work of an employee at his home. Previously, the Labor Code provided for the so-called “work from home”, but the conditions for its application were very limited and in fact could not be applied in a situation where an employee was hired to work remotely at home or in another place remote from the office. The old rules on home work, which are still in force, regulate the situation in which a worker performs duties related to the production of consumer and craft goods from materials and using tools of the employer or purchased at the expense of the worker. Thus, these rules could not be applied to regulate the labor of various categories of workers. In Russia, there was an urgent need to regulate the remote work of such categories of workers as IT specialists, sales representatives, consultants, translators, etc. The changes provide an opportunity to legally consolidate relationships with such employees.

According to the new law, remote work is the performance of labor duties outside the location of the employer, its branch, representative office or other place under the control of the employer. The new law indicates the need to organize communication through the use of information and telecommunication networks, including the Internet, to perform work and interact with the employer. An important provision of the new law is the provision that the presence of a remote worker does not entail the obligation of the employer to register a separate structural unit for these purposes.

Teleworking regulations provide opportunities for more flexible work regulation. For example, they allow for special conditions for terminating an employment contract.

Below we will describe in more detail the innovations in remote work and briefly name the similar modes of work at home and shift work, as well as the ability to conclude civil law contracts instead of employment contracts.

remote work

The President of the Russian Federation signed the Federal Law on Amendments to the Labor Code, introducing a new chapter on remote work. It entered into force on April 8, 2013.

Remote work is understood as the performance of labor duties outside the location of the employer, its branch, representative office or other place under the control of the employer.

A necessary condition for remote work is the use of information and telecommunication networks, including the Internet, to perform work and interact with the employer.

An important point of the new law is the provision that the presence of a remote worker does not entail the obligation of the employer to register a separate structural unit for these purposes. This conclusion can be drawn from the provision of the legislation that a separate structural unit must be registered with the tax authorities if the employer organizes stationary jobs in a geographical area remote from its location (Articles 81.1 and 11.2 of the Tax Code of the Russian Federation) at a time when under remote worker, a stationary workplace is not organized. The regulation of the work of remote workers has some peculiarities. Enhanced qualified electronic signatures are used in the interaction between a remote worker or candidate for remote work and an employer when exchanging electronic documents. However, this provision becomes binding only by agreement of the parties. If such an agreement has not been reached, the parties may use the paper form of documents (Article 312.1 of the Labor Code of the Russian Federation).

At the conclusion of the contract, the condition for remote work must be included in the employment contract with the employee. The contract may provide for an additional condition on the obligation of the remote worker to use equipment, software and hardware, information security tools and other means provided or recommended by the employer in the performance of his duties.

The employment contract must provide for the following conditions:

Procedures and conditions for the use of equipment, software and hardware, information security tools and other means provided or recommended by the employer;

Procedures and conditions for reporting on the work performed;

Conditions for compensation for the use of equipment, software and hardware, information security tools and other means belonging to the employee;

Rules for compensation of other costs that an employee incurs in connection with the performance of remote work.

The employer's obligations to ensure safe conditions and labor protection for remote workers are limited. Unless otherwise provided by the employment contract on remote work, the mode of working time and rest time of the remote worker is established by him at his own discretion.

An employment contract and agreements on changing the terms of an employment contract may be concluded by exchanging electronic documents. In this case, the location of the employer is indicated as the place of conclusion of the employment contract on remote work, agreements on changing the terms of the employment contract on remote work. The employer, no later than three calendar days from the date of conclusion of the employment contract, is obliged to send to the remote worker by registered mail with notification a duly executed copy of this employment contract on paper. Sending documents presented at the conclusion of an employment contract in accordance with Art. 65 of the Labor Code of the Russian Federation is carried out by sending copies of them in electronic documents. However, at the request of the employer, the applicant is obliged to send him by registered mail with notification notarized copies of these documents on paper.

Familiarization of an employee with documents related to work, including local regulations and orders of the employer provided for by the Labor Code of the Russian Federation, can occur through the exchange of electronic documents. In addition, in cases where, in accordance with the Labor Code of the Russian Federation, an employee has the right or obligation to apply to the employer with a statement, provide the employer with explanations or other information, the remote worker can do this in the form of an electronic document. By agreement of the parties, information about remote work is not entered into the work book, and the work book is not issued to a person who first got a job.

The parties also have the right to conclude an employment contract on remote work without the use of electronic documents in the traditional manner. In this case, the contract indicates the place of actual conclusion of the contract. The applicant submits the original documents presented at the conclusion of the employment contract. In addition, in this case, the employer retains the obligation to issue a certificate of state pension insurance for a remote worker who is getting a job for the first time. The employee also has the right to demand the proper execution of the work book.

Remote work in some cases requires the proper execution of written documents, which are sent by registered mail with notification. The employer, even in the case of concluding an employment contract through the exchange of electronic documents, is obliged to send to the remote worker a duly executed copy of this employment contract on paper. To provide compulsory insurance coverage for compulsory social insurance in case of temporary disability and in connection with motherhood, a remote worker sends the employer the originals of the necessary documents.

Upon termination of the employment contract, even if familiarization with the dismissal order is provided in the form of an electronic document, the employer on the day of termination of this employment contract is obliged to send the remote worker a duly executed copy of the specified order on paper. In other cases, the use of paper media is not mandatory.

The parties may provide in the employment contract for remote work (as well as when working at home) special conditions for terminating the employment contract, not limited to the relevant list of the Labor Code of the Russian Federation.

Home work In addition to new provisions on remote work, the Labor Code contains rules on the so-called “home work” (Chapter 49 of the Labor Code of the Russian Federation). However, the conditions for its application are quite limited and in fact cannot be applied in a situation where an employee is hired to work remotely at home or in another place remote from the office. The Home Work Rules, which are still in force, govern the situation in which a worker performs duties related to the production of consumer and craft goods from materials and using tools of the employer or purchased at the expense of the worker. Thus, these rules could not be applied to regulate the labor of various categories of workers.

Home work is regulated by general rules; however, there are some peculiarities. A homeworker can involve members of his family in the work, but no labor relations arise between them and the “employer” (Article 310 of the Labor Code of the Russian Federation).

In an employment contract for the performance of work at home, the employer and employee agree on which of the parties provides the equipment and materials necessary for work. If the homeworker uses his own materials or equipment, the employer must pay compensation for their wear and tear.

An employment contract for home-based work must contain the procedure for paying the homeworker for the work performed.

When working at home, you must follow the rules of safety and health protection.

The norms of the legislation on home work provide for the need to specifically establish in the contract the grounds for its termination (Article 312 of the Labor Code of the Russian Federation).

Work on a rotational basis

Work on a rotational basis is a form of implementation of the labor process, when employees are at a considerable distance from their place of permanent residence and, due to geographical conditions, their daily return to their place of residence cannot be ensured (Chapter 47 of the Labor Code of the Russian Federation). This form of labor is used in cases where work is carried out in sparsely populated areas with difficult natural conditions. Shift workers must return home at least once a month, and in exceptional cases - once every three months (Article 299 of the Labor Code of the Russian Federation).

With this form of labor, working hours, days, rest periods, etc. are taken into account in a special order, which is called the summarized accounting of working hours (Article 300 of the Labor Code of the Russian Federation). When working on a rotational basis, all the time spent at a remote workplace is taken into account. In any case, the total working time must not exceed the normal number of working hours.

Civil law regulation of labor

An individual in Russia can provide services and perform work both under an employment contract, in which case relations with the employer are regulated by labor law, and under a civil law contract in accordance with civil law.

The concept of a civil law contract is reduced to an agreement under which a company uses the services of an individual without the intention of concluding an employment contract with him. The main difference between a civil law contract and an employment contract is that the employee is not entitled to use the guarantees provided for by labor law (protection against unilateral cancellation of the contract, rules on working outside working hours, payment for sick leave and vacations), and is not subject to the rules of internal labor regulations customer.

Civil law contracts are used when a person is hired for temporary work on a project or from time to time performs additional work that is not normally performed by employees of the organization. One of the most typical cases is the conclusion of a civil law contract with freelance translators.

When concluding a civil law contract, the parties are guided by the norms of civil law, which provide for the equality of the parties and freedom of contract. However, certain restrictions are imposed by the imperative norms of chapters 37 and 39 of the Civil Code of the Russian Federation. In particular, the parties are obliged to agree on the specific subject of the contract, which must be spelled out in detail in such a contract, indicating its scope and quality. In addition, it is necessary to indicate the date of performance of work (for a contract for the provision of services for a fee) and the date of commencement and completion of work (for a work contract). A prerequisite is the determination of the price of the contract and the procedure for paying remuneration.

In most cases, the main reason for concluding a civil law contract is the desire of the parties to avoid the effect of labor law norms. However, in the event that a real labor relationship has developed between the parties, and the employee carries out labor activities in accordance with the labor schedule and on the territory of the employer, the employer bears the risk of the civil law contract being reclassified by the court into an employment contract in accordance with Art. 11 of the Labor Code of the Russian Federation. Currently, there is a voluminous jurisprudence on the application of this article. As a rule, if there is evidence of an employment relationship, the court resolves such cases in favor of the employee.

When reclassifying relations, the courts take into account a set of criteria, among which the following can be distinguished:

1) Systematic renegotiation of civil law contracts or extension of their validity, for example, in the Decree of the Federal Antimonopoly Service of the Moscow District dated August 28, 2008 N KA-A40 / 7019-08 in case N A40-59304 / 07-90-332.

2) Subordination of the employee to the internal labor regulations, for example, in the Decree of the FAS of the Moscow District dated 19.06.2009 N KA-A40 / 5330-09 in case N A40-66166 / 08-76-271 or the Decree of the FAS of the Moscow District of 13.11.2008 N КА-А40/10488-08 in case No. А40-59261/07-14-314.

3) Dates and frequency of payment of remuneration, for example, in the Decree of the Federal Antimonopoly Service of the Moscow District dated June 19, 2009 N KA-A40 / 5330-09 in case N A40-66166 / 08-76-271.

4) The relationship of payment under the contract with the volume and frequency of work performed, for example, in the Decree of the Federal Antimonopoly Service of the Moscow District dated 19.06.2009 N KA-A40 / 5330-09 in case N A40-66166 / 08-76-271.

Thus, despite the fact that civil law contracts are not the basis for the emergence of labor relations, in some cases they are able to regulate the performance of work by an individual who acts as an equal and independent party to the contract.

Civil law contracts can be concluded, among other things, with individual entrepreneurs. If such an entrepreneur provides services in accordance with his type of activity, the risk of re-qualifying the contract as an employment contract is significantly reduced.

Today, remote work has become a fairly common type of work. In the article, we will consider in detail how a remote worker should be hired by a company in 2020.

Remote work and remote worker

Labor activity at a distance or remote work means that an employee performs a labor function outside the location of the employer, namely without a fixed place, outside the company's office. This is the main difference between remote work and regular work, but otherwise there are practically no differences. The employee must also be admitted to the staff of the company, he has the same rights as other employees, including deductions for insurance premiums.

In addition, a remote worker is also entitled to annual leave, maternity leave with the payment of an appropriate allowance, and sick leave with the payment of a hospital allowance.

Advantages of remote work

The main convenience of such work lies in the fact that the employee independently chooses the place of performance of labor functions, which means that he can work anywhere - in a cafe, and at home, and even in transport. He does not have such an obligation as a daily visit to the employer's office. There are also benefits for the employer. The main advantages are savings on office rent and funds for equipping a workplace for an employee, etc.

The author's course by Olga Likina (Accountant M.Video Management) is great for organizing personnel records in a company for beginners and accountants ⇓

The difference between a remote worker and a home worker

Do not confuse remote work with home work. A remote worker can be sent on a business trip, and a specific mode of work can be set for him and specified in the employment contract.

The home-based worker is not subject to the work regime in the organization. The “homeworker” works at home, doing mostly simple work. At the same time, the employer provides such employees with the necessary equipment or material.

Unlike remote workers, homeworkers are required to submit documents to the personnel department in person, remote workers can do this in person and by e-mail, or by registered mail.

You can conclude an agreement with him at a distance, and with a homeworker this can only be done in person.

Important! A remote worker can get an electronic signature, for this you need to contact a certification center with a certain package of documents.

Having concluded an employment contract with a remote worker, a copy of it must be sent by registered mail with notification to the employee. This must be done within 3 days from the date of signing the contract, and the contract is sent only on paper.

How to hire a remote worker

To register a remote worker, you will need to receive from him a package of the following documents:

• Employment history;
• Passport;
• Military registration document;
• SNILS;
• Diploma, certificate and other documents confirming the qualifications of the employee.

The employee can send the listed documents by e-mail, with each signature certified by an electronic signature.

Important! A remote worker may not present a work book. In this case, the employment contract should indicate that no entry was made in the work book on the acceptance of the employee.

The procedure for registering a remote worker does not differ from the registration of a regular employee and consists of the following steps:

• Familiarization of the employee with the regulations of the company;
• Conclusion of an employment contract;
• Issuing a job order;
• Issuance of a personal card for an employee;
• Entry in the workbook.

The regulatory local acts of the company include labor regulations, regulations on remuneration and bonuses, job descriptions, etc. It is necessary to familiarize the employee with them before concluding an agreement with him, therefore, copies of such documents are sent to the remote worker. The future employee must confirm the fact of familiarization with an electronic signature in the response letter. Only after that, you can draw up an employment contract with the employee.

Employment contract with a remote worker

One of the conditions prescribed in the contract is the place of work. In the contract with the remote worker, you need to indicate that the work is remote, and you can specify the home address of the employee as the address. If the employee does not want to indicate his address, or if it is impossible to indicate his address, then you can indicate the address of the employer as the place of conclusion of the contract.

Consider the main conditions that should be contained in a contract with a remote worker:

• Deadlines for the implementation of work, as well as the preparation of reports on the work done;
• Deadline for confirmation of e-mails or registered letters;
• The period of time when the employee remains in the access zone through the specified communication channels;
• The order of document circulation with the employer;
• Terms of termination of the contract at the initiative of the employer.

When hiring an employee for a certain period, this should be fixed in the contract.

Important! It is impossible to conclude a contract for remote work with an employee living abroad!

Remote work order

After the conclusion of the employment contract, the employer issues an order for employment. The order can be issued according to a unified one, or you can develop a form yourself. The contract of a remote worker is indicated as the basis, and the remote nature of the work is indicated as a condition for hiring and the nature of the work.

Important! The remote worker should be familiarized with the order. To do this, the order is sent to him by e-mail, to which the employee must respond with confirmation.

When an employee is not accepted for remote work, but transferred, you need to use a different form of the T-5 order. It is issued in the event that changes in the nature of the work occur with the consent of the two parties. At the same time, you first need to draw up an additional agreement to the main contract with the employee, and on the basis of it, issue an order.

Employment record of a remote worker

The work book cannot be filled out electronically, it is transferred to the employer in the original. If a remote worker wants an entry in the work book, he sends it to the employer by registered mail, or personally comes to the office.

Remote work has recently been gaining popularity, in connection with which chapter 49.1 was added to the labor code, which regulates the procedure for hiring remote workers.

Such a person must be admitted to the staff in accordance with the Labor Code of the Russian Federation, an employment contract is concluded with him, the necessary personnel documentation is drawn up, he has the right to labor guarantees, vacation, sick leave.

Below is a step-by-step instruction for personnel officers, which will help in competent registration for work remotely.

A remote worker is a person who performs labor functions, according to the instructions for the position, outside the location of the employer's organization.

At the same time, there is no direct control of the boss over the remote subordinate due to the remoteness of these persons from each other.

Communication between the employer and the remote worker is carried out by telephone, e-mail, the Internet, postal service.

When hiring such persons, you need to rely on chapter 49.1 of the Labor Code of the Russian Federation.

If the employee is not accepted into the organization remotely, then the step-by-step instructions for applying for employment look like.

• st.312.1 - the concept of remote work and a remote worker;
• st.312.2 - issues related to the conclusion and amendment of the employment contract;
• st.312.3 - organization of labor of persons working remotely;
• st.312.4 - time of work and rest;
• st.312.5 - the procedure for dismissal.

Step-by-step instructions for applying for a job remotely

If we consider the step-by-step procedure for hiring remote employees, we can distinguish the following steps:

Step 1	A verbal employment agreement is reached
Step 2	It turns out a set of documents from a future employee
Step 3	Based on the received documentation, an employment contract is formed
Step 4	An electronic copy of the contract, certified by the electronic signature of the head of the organization, is sent to the employee for signing (if it is not possible to sign electronically, then the original is sent via postal service)
Step 5	After signing, one copy is returned to the employer
Step 6	Based on the employment contract, an order for admission is drawn up in the form T-1
Step 7	The remote worker receives in electronic form the necessary documents that will regulate his labor activity (job descriptions, various provisions, internal local acts of the enterprise)
Step 8	On the accepted person gets turned on
Step 9	If you need an entry in the work book, then the document is transferred to the employer by registered mail with a description of the attachment

This step-by-step instruction in some cases may include additional steps, but in general, the procedure is governed by the specified order.

At the same time, the employer must clearly comply with the requirements of Chapter 49.1 of the Labor Code of the Russian Federation, which stipulates the features of the procedure for employment for remote work.

What documents are needed?

The documentation package required for applying for remote work is standard. The list is spelled out in Article 65 of the Labor Code of the Russian Federation and includes the following papers:

• a statement from the employee - only if the employer himself needs it due to any internal needs and the established procedure;
• passport;
• documents on education, if the profession requires special knowledge;
• military ID for those liable for military service or subject to conscription;
• work book, if you need to make a record of employment;
• SNILS.

If a remote worker does not have SNILS, then he must obtain it on his own due to the distance from the place of work.

Documents can be exchanged between a remote employee and an employer using postal service (documents and their certified copies are sent by registered mail) or using electronic document management. The latter is possible if both parties have an enhanced qualified electronic signature.

Initially, the specified set of documents must be sent electronically, then, if required by the employer, they must be submitted in the original on paper through a registered letter with a description of the attachment and a return receipt.

Features of concluding an employment contract

After receiving documentation from a citizen, the employer is obliged to draw up an employment contract that will take into account the specifics of remote work.

The electronic version of the contract is sent to the employee in two copies, after signing one copy is returned to the employer.

After that, within three days, the employer must send the original paper to the remote worker using registered mail.

What should be included in an employment contract for remote work:

• it should be clearly indicated that the labor activity is carried out remotely from the employer;
• the timing of sending electronic documents confirming the received papers sent by each of the parties to each other, that is, the procedure for exchanging documentation between the remote employee and the employer is described;
• mode and schedule of work - can be strictly regulated, it is possible to establish your own schedule;
• the method of transmission of reports by a remote employee on the work done, the frequency of sending reports;
• the procedure for providing the employer with the necessary equipment for work, hardware and software;
• additional guarantees provided related to remote work - payment for communications, the Internet, etc.

Sample letter of acceptance

The next step in the step-by-step procedure is filling out a job application; for this, it is recommended to use the unified T-1 form.

The order is drawn up in a standard way, while in the field "working conditions" it should be indicated that the work is remote.

Acquaintance with the internal acts of the organization

The familiarization procedure is necessarily carried out, despite the fact that the employee will work remotely, that is, remotely from the location of the employer's organization.

The employee should send the following documents electronically:

• internal labor regulations;
• collective agreement, if any;
• job description;
• other available local acts related to the activity.

The fact of familiarization is confirmed by putting a signature in the required place.

Do I need to fill out a workbook?

This issue is resolved at the request of the employee. If he wants an entry to be made in the work book, then it must be handed over by registered mail to the employer, and the latter is obliged to make an entry on admission.

If a person does not need this entry, then the work book is not submitted, and information about employment is not entered.

The work experience confirms the concluded contract.

How to keep track of the spreadsheet?

Each employer must maintain a time sheet, in which he either records deviations from the normal working day, or reflects daily factual information about the employee.

How to reflect information about work remotely in the time sheet if there is no way to control its workflow?

• weekends are designated as B or 26;
• the paid main leave is indicated in the report card as OT or 09;
• sick leave - B or 19.

The days of the performance of work duties in the report card should not be indicated in any way. Empty cells will automatically be perceived as appearances, that is, a fully worked working day without any deviations.

Useful video

Applicants and current employees are increasingly willing to work remotely, some employers meet this offer with a smile, and some are wary. The article discusses the opportunities that remote employment opens up and what consequences it is fraught with. The question is very twofold, in the USA this way of working is very popular, and in Russia it is only gaining momentum.

What is remote work

The official definition says that this is an employment relationship between an employer and an employee, in which the latter performs his duties outside the office.

remote worker has a free schedule, is not always bound by an employment contract. The concept of “freelancer” is becoming more and more common - it is a synonym for “remote employee” abroad, in essence, is hired for hourly or piecework work.

In the Civil Code there is a concept "home worker", which indicates the legitimacy of this interaction format.

Who is remote work suitable for?

It is important to realize that telecommuting is not the right fit for every task, and before making a decision to switch the office to remote work, it is necessary to evaluate whether the decision is appropriate. For some professions, remote work will serve as an impetus for development, while others will destroy them in the bud.

Often such a schedule attracts advertising specialists, designers and editors. In a word, those professionals who do not always manage to withstand a stable workload and full-time employment. In addition to creators, remote work is interesting for marketing figures, analysts (including financial ones), craftsmen of psychological and sociological research. As a rule, such employees perform project tasks and it is much more efficient for them to work at home.

Increasingly, adherents of the IT-sphere are opting for remote work, because. there is no need to organize workplaces within the walls of the office. With the help of the progress of information technology, software developers and webmasters, system administrators and many others can easily cope with tasks without leaving home.

It is convenient to transfer copywriters, artists, proofreaders, translators and journalists to the home schedule. Professionals in the opposite field of activity can also work at home: stitching, packing, assembly and other similar work.

Working from home opens up employment opportunities for people with disabilities and women on maternity leave. This category of people is characterized by high motivation, works efficiently, but does not have the opportunity to get to offices and work out eight-hour working days.

Conventionally, from the volume of tasks that fall on specialists, 3 areas of remote work can be distinguished. The table shows an example of how often representatives of a particular profession are hired.

1. Remote workers.
They do not need an office to work, as tasks can be remote or traveling.
For example: sales representatives, sales managers, employees of remote regions.

2. Freelancers.
They will perform a one-time task or are suitable for hourly loading, they are drawn up under a contract or services. .
For example: translators, proofreaders, tutors, copywriters, lawyers, recruiters, business coaches, designers.

3. Remote workers.
Complete full-time office tasks while at home. For example: editors, creative specialists (designers, artists, etc.), marketers, researchers, IT-sphere, analysts, accountants.

Such an example does not limit the method of hiring, it all depends on what kind of load a person has and on the specifics of his functionality.

Economic efficiency

This format of interaction with an employee saves about half a million rubles a year. This is verified by a simple calculation, in which average figures are taken (in each region they may change).

The cost of an office worker for a company

For example, consider hiring a designer. The average salary for this position is 35 thousand - 30 thousand rubles per month, provided that the person works in the office. As practice shows, wages make up approximately 40% of all costs for office staff. The employer pays contributions, say, 13 thousand rubles, equips the workplace for 27 thousand rubles (rent, office equipment and its maintenance, stationery, utilities, telephone, social package, Internet, cleaning and much more). In total, the presence of an employee in the office will cost 75 thousand rubles a month.

And if you also equip the workplace, then the amount can be safely doubled.

Remote employee costs

When calculating the cost of a homeworker, the financial side is much more interesting for the employer. Hiring a designer to work remotely, on average, they set a salary of 25 thousand rubles per month. If we talk about official employment, then contributions here will cost approximately 8.6 thousand rubles. You don’t need to spend money on a workplace, they have computers, roofs over their heads and the Internet. There is a possibility that the cost of office supplies and communications (including the Internet) will have to be reimbursed, but it is much cheaper - 1.5 thousand rubles. Thus, the designer will cost 35.1 thousand rubles per month.

The calculation clearly demonstrates monthly savings of 39.9 thousand rubles, translating into a year - this is a rounded figure of 480 thousand rubles. Even if you have to spend more than the indicated amounts in something, for example, to install the Internet, the benefit to the employer will still remain impressive.

Pros and cons of remote work

Despite the obvious savings, it is important to objectively evaluate the advantages and disadvantages of this type of cooperation.

Benefits for the employer:
— Reducing the cost of maintaining the workplace.
- Payment for the actual result and hours worked.
- Savings on tax payments.
— The ability to retain a valuable employee in a crisis.
- Reducing the cost of the social package.
— There is no need to purchase and maintain office equipment.

Disadvantages for the employer:
- There is no way to quickly transfer the task that has arisen.
- Difficulties with job control.
- Less team responsibility and collective influence.
- The risk of lowering the company's authority among customers due to a virtual office.

Employee benefits:
- Ability to perform several tasks at the same time.
- Free schedule.
- Reduced travel costs.
— Saving time on the road to work.
— Preservation of the place in crisis.
- The ability to do personal affairs in parallel with work (flexible employment).

Employee Disadvantages:
- Unstable loading.
- There is no team spirit and belonging to society.
- The risk of falling for an unscrupulous employer.
- Distribution of the content of the workplace among employers (calculations).
- Distracting factors.
— Reduction of guarantees from the labor legislation.

As the analysis shows, the coin always has two sides and each person determines the most significant factors.

How HR to build work with remote employees

In the absence of stable personal contact, the need to form a loyal attitude towards the company and work does not decrease. To do this, it is recommended to choose communication channels by phone or using the Internet. Key goal: to constantly be in touch with a colleague so that he realizes his value to the company and belonging to the corporate culture.

Home workers tend to be self-motivated and able to discipline themselves. At the same time, as noted above, they have enough reasons to be distracted. The ability to combine remote workers into working groups helps to cope with this problem, the result of which is evaluated by team indicators. Thus, 2 issues are solved: team spirit, communication with the team and involvement in the work process.

Working with remote work involves a certain percentage of maternity employees. It is important for HR not to neglect building contact with this category of personnel. If the interaction is completely satisfactory for both parties, then there is a great chance to subsequently transfer an effective colleague to a permanent basis in the office.

Arrange monthly or quarterly meetings, round tables, allowing you to share the results and unite in a team.

As attractive as the prospect of telecommuting is, it is important to act consciously, considering each step before making a decision. To understand how it suits the company to start hiring a small group of people and try out a new way of working for the company. After that, you can try to develop the project and expand the remote staff.

It will not be surprising if, after some time, most companies switch to the considered format of cooperation, because in addition to savings, it has a novelty effect that opens up interesting prospects.