The government of Thailand has recently passed a new bill that allows employees to work from home.

This bill aims to promote flexible work arrangements and modernize the country's workforce. With the increasing trend of remote work globally, Thailand has taken a step forward to provide a legal framework for employees to work from the comfort of their homes.

The new bill requires employers to provide the necessary equipment and technology for employees to perform their job duties effectively. It also ensures that employees working from home receive the same benefits and protections as those working in a traditional office setting. The bill also establishes telecommuting guidelines and outlines employees' and employers' rights and responsibilities.

The bill's passage is in line with the government's commitment to promoting digitalization and modernization in the country. It is expected to encourage more businesses to adopt remote work policies. Adopting the Work-from-Home bill in Thailand marks a significant milestone in formalizing this workforce category.

You can read more on the ASEAN Briefing.

Top Notes from “A Corporate HR Perspective on Work-From-Anywhere” Webinar

• Asian companies are starting to see mobility in a more strategic direction rather than just a transactional one.
• There is more than just getting employees to the US and back, there is a shift to focusing on mobility for movement across and within Asia.
• Next year, Asia will account for 75% of global economic growth.
• There is a lower demand for work from home in Asia compared to the rest of the world.
• Success in work from home relied upon a group of employees who have worked together for years and had long-standing relationships and company cultural knowledge.
• Hybrid work is here to stay, even if remote work is not.
• Hybrid and flexible work arrangements are more viable than virtual assignments. Technology makes it possible, but an assignment isn’t just about getting work done.

Get more insights, watch the recording:

Our gratitude to Daniel Wan, Shumin Yeo and Avrom Goldberg for the great conversation.

Shumin Yeo | Singapore

Senior Manager, Global Mobility

Micron Technology

Micron has over 40 offices across Asia and globally.

On November 24, Shumin will join panelist Daniel Wan of Atotech and moderator Avrom Goldberg of Weichert Workforce Mobility for an open discussion on managing talent mobility across Asia in a remote work environment.  

Based in Singapore, Shumin leads the global mobility function worldwide for Micron. Shumin and her team provide strategic partnership with business leaders to deliver best in-class People solutions and exceptional Talent experience with the aim for attracting top and diverse Talent to Micron, living core Micron values and enabling Micron’s vision.

In addition: Shumin is also part of the Steering Committee for the Micron Women’s Leadership Network’s Singapore chapter (MWLN) which aims to promote developmental opportunities for everyone at Micron. The MWLN is a voluntary, employee-led resource group to foster an inclusive workplace for Micron’s women team members and allies. In November 2021, this group was recognized with the Singapore Human Resources Excellence Award for Excellence in Women Empowerment Strategy. Shumin has been recognized as 1 of the Top 250 Global Mobility Professionals in the world in a worldwide poll. She was recognized in April this year by the Forum for Expatriate Management in the Americas with the award for Rising Star in Mobility.

We are grateful for Shumin's time on this webinar as well as her overall dedication and work as a member of the ATMA Launch Committee.

November 24 09:00 HKT | Asia Talent Mobility in a Remote Work / Work from Anywhere Environment

Topics of discussion will include:

• What is the current status of COVID induced changes to the way we work, deploy talent and travel for business in Asia? How are these likely to translate into the ‘post-COVID’ era which the Asia region has yet to emerge into, fully? Are Virtual Assignments really a viable form of Talent Mobility?
• What are likely to be the priorities in APAC for the corporate talent mobility agenda through 2023?

Click here to register to attend or receive a recording. 

Daniel Wan | Hong Kong

Vice President, Worldwide Human Resources

Atotech - an MKS Brand

Atotech Group has a team of 4,000 experts in over 40 countries.

On November 24th, Daniel will join panelist Shumin Yeo of Micron and moderator Avrom Goldberg for an open discussion on managing talent mobility across Asia in a remote work environment.

Daniel has 30 years of international HR management experience.  He has served as Senior Vice President, Global Human Resources at Rotam, a Taiwan-listed agrochemical company. Other previous appointments include Group HR Director for AZ Electronic Materials, Senior Director – Corp Learning & Organization Development for Avery Dennison, and APAC HR Manager – Networking, Internet & Communications for Intel. Daniel began his career in 1989 as a Consultant in the field of Organizational Development and Human Resources.  Based in Hong Kong, Daniel is responsible for formulating and driving strategic HR initiatives and advancing the people priorities that support Atotech Group’s business.

We are grateful to have Daniel's time and talents for the next ATMA webinar. 

November 24 09:00 HKT | Asia Talent Mobility in a Remote Work / Work from Anywhere Environment

Topics of discussion will include:

• What are the key current and near-term challenges for talent attraction, development and retention in Asia?
• What role does mobility play, and should mobility play, in advancing corporate talent agendas worldwide? Are there any material differences in approach required in Asia?

Click here to register to attend or receive a recording.  

ASIA TALENT MOBILITY ALLIANCE WELCOMES GRAEBEL COMPANIES, A LEADING GLOBAL RELOCATION MANAGEMENT COMPANY, AS A FOUNDATION PARTNER

Foundation Partners play a fundamental role in the development of Talent Mobility in Asia and the formation of ATMA's supportive programs and services for the industry across the region

Hong Kong, October 11, 2022 - Asia Talent Mobility Alliance (ATMA), a not-for-profit organization dedicated to enhancing the innovation and development of the talent mobility industry of Asia, today announced that Graebel Companies, has been named an ATMA Foundation Partner. Graebel is a leading provider of global talent and workplace mobility solutions for some of the world’s most recognizable brands and their employees in 165 countries.

Foundation Partners provide substantial financial, talent and knowledge resources to help fulfil the vision and mission of ATMA. Unlike a typical sponsorship, becoming a Foundation Partner involves a deep partnership and leadership role in developing ATMA and helping the alliance reach its goals.  Invitations were extended to companies with a demonstrated dedication to the professionalism and advancement of the talent mobility industry in Asia. 

"As cooperation and trade grow through agreements like RCEP and ASEAN and as companies headquartered in Asia expand regionally and globally, we believe the time is right for an association built in Asia for the Asian talent mobility community, one that is wholly focused on advancing that community," stated Sean Collins, interim Board Chair. "ATMA relies on the support and active participation of member patrons and sponsors. As the only relocation management company serving as a Foundation Partner, we look forward to Graebel’s leadership in helping us to foster a dynamic, thriving talent mobility community in Asia."

“Asia represents 39 percent of global GDP and is home to several of the world’s fastest growing economies – a diverse, dynamic region where Graebel has supported mobility clients and their employees for many years,” said Akhbar Hameed, GMS-T, Graebel’s Singapore-based Asia-Pacific managing director. “By becoming an ATMA Foundation Partner, we can help create exceptional experiences for companies served by the industry, their mobile employees, the value chain of suppliers and partners, and the talented mobility professionals who call Asia home.”

About:

Asia Talent Mobility Alliance (ATMA) is dedicated to empowering the talent mobility industry in Asia. It is the first not-for-profit mobility organization developed in Asia specifically for Asian and Asian headquartered companies. Members include HR, Talent Acquisition, and Global Mobility teams, as well as those in related fields that provide the support and structure to position employees wherever needed. ATMA advances its mission through services and programs that support members' communication, education, community, and advocacy.

For more information, please visit: https://asiatma.com

Media Contact: Sharon Michnay, Relo Network Asia, +1.312.521.0871 sharon.michnay@relonetworkasia.com.

Graebel Companies, Inc. is a leading provider of global talent and workplace mobility solutions for some of the most recognizable brands in the world and their employees in 165 countries. Since its founding in 1950, Graebel has innovated and grown to deliver excellent relocation service and results for clients, all while remaining family-owned and focused on people-first mobility. With custom technology solutions, Graebel develops and implements mobility strategies that help companies attract and retain talent; respond faster to global market trends; maximize return on mobility programs; and create exceptional experiences that make global talent mobility more humane and as seamless as possible. As a full-service relocation management company (RMC), Graebel addresses every part of the mobility lifecycle for employers and employees, including services for departure and move management, destination, settling-in and ongoing assignments. For more information, visit Graebel.com. Here’s to the world ahead®.

Media Contact: Paul Raab, Linhart PR, praab@linhartpr.com

As Asian countries look to attract new residents, complications arise from confusion over employers' impact.

Working from home during the pandemic developed from a way to get business done when going to the office wasn't an option into a lifestyle with various interpretations. Employees took a "work from home" and turned it into "work from anywhere." Anywhere, in this case, could be a different, larger home in the same city, a different city inside the same country, or anywhere in the world. Governments had been lenient over the highly-impacted years but started pulling back permissions and stopped looking the other way as borders began opening.

This article from the ASEAN Briefing highlights several new opportunities for individuals looking to work from home in another country. Starting 1 October, Malaysia will begin offering its De Rantau Digital Nomad visa; offering stays up to 12 months. Foreign professionals who want to work from Thailand and make at least US$80,000 can receive up to a 10-year visa for themselves and family. Indonesia is also considering a five-year digital nomad visa.

The article highlights the requirements for the employee, but identifying any employer requirements is more challenging. A thorough review of Malaysia's De Rantau website is heavy on the qualifications for the digital nomad visa but light on the obligations for both the employer and employee. 

Will recipients of digital nomad visas and other like-programs establish a tax presence for themselves or their employers? What is the impact on social, health and welfare programs in the home or host location? 

From the employer's perspective, should a Singapore salary based upon a high-cost location be paid on remote work completed in a lower-cost area such as Indonesia? The situation may be more straightforward for contract workers, although other questions remain relevant, including questions regarding data security of the network in the new location

Countries' invitations to employees to participate in these cross-border working arrangements seem to come faster than other stakeholders in the situation can react. Domestically, governmental tax and social security laws must be developed or clarified in conjunction with new types of nomad visas. As a result, employers may be hesitant to knowingly engage in the program without it, putting a dent in what otherwise could be a mutually positive situation. In the interim, Human Resources and Talent Mobility teams need to investigate their company's appetite for risk vs. reward in this area. 

Recent months have been challenging enough with the present work-from-home culture. Without clear rules regarding how to be locally compliant with cross-border remote work, companies will need to implement internal policies that reflect their capabilities as employers and promote those to their employees.

The Asia Talent Mobility Alliance is a growing community of professionals from all areas of the industry.  

The strength and success of an alliance that includes a wide variety of companies across a region the size of Asia relies on membership with diverse backgrounds, unique perspectives, and different locations.  

Our Launch Committee members mirror that ideal and, while standing firmly behind ATMA’s mission, vision and pillars, find personal meaning in each.  We asked them to share their individual views and to permit us to publish their profiles in this series.

The Asia Talent Mobility Alliance is a growing community of professionals from all areas of the industry.  

The strength and success of an alliance that includes a wide variety of companies across a region the size of Asia relies on membership with diverse backgrounds, unique perspectives, and different locations.  

Our Launch Committee members mirror that ideal and, while standing firmly behind ATMA’s mission, vision and pillars, find personal meaning in each.  We asked them to share their individual views and to permit us to publish their profiles in this series.

Thanks to those of you who joined us for the inaugural Asia Talent Mobility Alliance webinar.  We are especially grateful for the time and talents of our esteemed panel of presenters: Janet Chiang, Ella Ong, Lee Quane and Avrom Goldberg.

A Few Highlights  

• Digital Nomad Visas:  The GOOD: They make an attractive offer for individuals to work remotely from Bali for up to 5 years without tax issues.  The BAD: There is not mention yet of what taxation corporations may yet face if an employees takes part. 
• Post-Covid Benefits:  Pandemic darling virtual assignments saw an increase over the past few years.  Recent ECA study reports that virtual assignements were seen more as a contingency measure and in the coming years will fall out of use in favor of all other types of long and short-term assignments.
• Cost of Living:  There are challenges to how companies manage benefit policies.  Some are based upon information now outdated due to local supply/demand issues and inflation, others because the local market has changed (re: Singapore now requires tenants to pay broker fees) or assignee needs have changed with invent of the hybrid working and home office requirements.  But also, there can be an assignee perception of change that doesn't warrant a policy adjustment or enhancement. 
• China - Assignments are shifting to other locations in Asia due to continued Zero-Covid policies.  China will not lose importance, but companies will change how they allocate roles in the country.  Shanghai and Hong Kong may join with Sri Lanka as hardship-locations where it is difficult to attract talent.
• Talent - protecting employee purchasing power and the employee experience are top of mind for relocation benefit packages in the coming year.

Work is already underway for our September webinar, and of course the official launch of the Asia Talent Mobility Alliance.  

Ella Onn

Senior Mobility Manager APAC

BASF

Ella will join will join speakers Janet Chiang and Lee Quane with moderator Avrom Goldberg for the first ATMA webinar scheduled for 9:00 AM SGT on August 3.

Ella embarked on the Relocation & Global Mobility industry career journey over 15 years ago, overseeing the Asia Pacific region. A Malaysian national, she was based in China throughout her career which covers both the service delivery side, and in recent years, as in-house. She repatriated back to Malaysia in 2021 and continues building her expertise in the world of Global Mobility, and striving on providing the highest level of service possible.

The first ATMA webinar scheduled for 9:00 AM SGT on August 3 will focus on the issues most top of mind for everyone in the talent mobility industry.  Titled "The Summer of Discontent", this first webinar panel will discuss how todays challenges of inflation, transportation disruptions and shortages in supply chains are impacting relocations in Asia alongside best practices for mitigating them.

Register to attend the event, or to receive a recording.

  

ATMA was formed to Empower Talent Mobility in Asia.  This webinar series is part of our commitment to Education and Community which represent two of the four Pillars of our not-for-profit organization.