As a remote company, we are often location agnostic. Provided you can meet your commitments and attend any required meetings, you can work from anywhere. It’s your responsibility to work with your team to make sure that commitments can be met while you are away from your normal location.
However, the terms of your contract are based on your location, and the team you are in may also be regionally based. Therefore if you are considering making a permanent move to another country you need to inform us so that we can assess, as well as work through any contractual or other changes that need to be made. There are some cases where moving country may not be an option, such as moving to another country far out of timezone.
This policy also applies to those who are moving states within the US.
You will need to take the following factors into consideration:
- Impact on your work and team/squad: will a change in location mean any disruption or differences that may negatively impact your normal work? Is there any mitigation we can put in place that makes the move viable? Will you require a change of squad and does Human Made have an opening in that location?
- Local financial or legal differences and their impact on how much it costs Human Made to employ you.
- Do you have the legal right to work for Human Made in your current capacity in the new location?
- Do you need any supporting documentation from Human Made to assist with visa or other entry requirements? (note: except in exceptional circumstances and where it relates to a business need, Human Made is normally unable to sponsor UK visas).
- Is there a risk you could be unable to work due to a working environment not being suitable?
- There may be some cases where we’re unable to support a cross-regional move for certain roles.
What you need to do when you are thinking about moving location
- Inform your manager and People Operations: send a Slack message or email detailing where you are thinking of moving to, and any changes or considerations you are already aware of (reference the list above)
- The company will get back to you with any questions or considerations that need your input. It’s your responsibility to share information regarding any change of legal status, visas, time zones.
- Once the company has all the relevant information related to the move and any impact on your work-life, People Operations will take the information to Leadership for sign off.
- Any issues or changes to terms of employment will be communicated with you, and you will be asked to confirm you are happy by signing an agreement. If the move is temporary or a trial, the duration and any points to evaluate will be included in the agreement.
- Communicate to the wider company: once agreed, please let your team and the wider company know about any changes they can expect.
- Any changes to your personal details, such as address and bank details must be updated in Bob and communicated to People Ops and Finance at the earliest opportunity to ensure our records remain correct
Note that a change in employment status may impact your gross salary. This is because total compensation for salaries is calculated differently for employees and contractors due to differing employment costs. Additionally, you should not do an on-the-day exchange rate conversion and assume that this will be your new compensation: exchange rates vary widely and this will not give you an accurate picture.
In addition to this, although we will always aim to limit any impact on benefits, moving to another country may impact certain benefits that you may currently receive from the company, such as health care benefits. This is something that should be discussed with People Ops as part of the relocation process.