According to Remote, Google searches for the terms remote jobs and remote recruitment have increased by 72% and 133%, respectively, in the past 12 months, highlighting the continuation of the trend post-pandemic.
Allowing employees to work remotely globally has proven to promote a better work-life balance while supporting job satisfaction and mental well-being. In turn, this flexibility can reduce the likelihood of burnout and even increase organisational productivity.
To do this, Remote analysed and ranked the top-rated seaside locations across the globe on their population size, average internet speed, sunlight hours, visa requirements, entertainment options, average rent costs, cost of living and crime rates.
Remote also sought expert commentary from HR professionals to discuss the benefits of remote work for employers and employees and how employers can retain remote talent.
These are the top beach destinations for remote workers
The best beach destination in the world for remote working. With a month’s rent costing just £254.99 on average, the ability to stay for up to six months without a Visa, and the lowest crime rate of all the locations on Remote’s list at 0.0, digital nomads can enjoy Brades’ serene, picturesque environment whilst carrying out their day-to-day responsibilities at work.
The second-best beach destination for remote working trips. The Caribbean is also home to the second-best beach location for remote workers, The Valley in Anguilla. The Valley has a population of just 1,067. It gets an average of 12 hours, 10 minutes and 40 seconds of sunshine each day to enjoy over 30 entertainment options such as wreck diving, snorkelling, or parasailing after work hours.
The third-best beach destination for digital nomads. Zadar in Croatia rounds up the top three. The estimated monthly cost of living in Zadar for the average single person is £644.88 and renting a one-bedroom apartment costs an average of £355.74, which is cheaper than renting the equivalent in The Valley.
Remote workers are permitted to stay for up to 90 days before they are required to get a Visa. Zadar is also the beach location that gets the most sunshine, with 12 hours, 17 minutes and 10 seconds on average each day. As we know, soaking up the sun can improve physical and mental well-being, which remote workers might want to keep when choosing the destination for their next trip away.
Expert reveals how employers and employees can prepare for remote working trips
To help prepare businesses or employees for their next remote working trip, Remote has put together three top tips that digital nomads should consider before they travel.
Check the visa and entry requirements of your destination
Wherever your trip might take you, you’ll always need to check the entry and visa requirements of the country you’re heading to next. In some cases, you won’t need to apply for a Visa, but it’s always best to find out before you travel so you don’t get caught out. If you need one, the paperwork you’ll have to prepare will depend on your nationality, the expected length of your stay, and where you’re travelling from.
Understanding local labour laws
Employees may become subject to the local labour laws in their working country. This could have implications for annual leave, sick pay and minimum wages, so employers should carry out their due diligence and consider seeking local advice.
Improve your data security
Employers must ensure they are not breaching data protection laws by sharing personal data for processing with an overseas employee.
HR expert reveals the secret to attracting and retaining remote employees
Remote spoke directly to HR professionals to discuss the benefits of remote work for employers and employees and how employers can retain and attract remote talent.
Jon Thurmmond, human resources leader, podcaster, speaker, host and producer of the HRSocialHour, commented: ‘The ability to provide remote work can dramatically increase the available talent pool to your organisation. In addition, as many people have made major life changes over the last couple of years, the flexibility of where and when they work has become more important.’
‘It’s critical to continually engage your remote workforce and review the benefits you’re offering to ensure they align with the needs of the employees.’
Nicole Roberts, vice president of People & Culture of the affordable housing development company MVAH Partners LLC, also offers this advice on retaining your company’s remote talent: ‘To retain a remote workforce, the focus must be on keeping people connected while remote. Survey your teams to find out what is meaningful to them and act on it where you can. Provide a structured way to communicate. If the company decides to use Slack, use Slack. If you are using Teams, use Teams, but keep it consistent, organised, and easy to follow.’
‘For remote onboarding, connect people before day one. Some companies send a video message recorded by the hiring manager to welcome their new team member. Give people the information they need and where to find it. Never stop engaging and integrating your new hires.’