With employees increasingly opting to work overseas, People Management explores what organisations can do to steer clear of legal risks
7 August 2026
Scrolling through social media, it quickly becomes evident that digital nomadism, or working remotely while travelling, has become an aspirational lifestyle for many.
The trend has come into focus after 1,040 Bank of England employees worked overseas in 2025 under its ‘working from abroad’ policy, with staff logging 12,889 days outside the UK, according to figures obtained by The Telegraph.
The policy allows employees to work abroad for up to 40 days a year, with Bank of England staff who did this averaging more than 12 days overseas last year.
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Allowing employees greater flexibility in where they work from can bring clear benefits, 2026 research from the Chartered Management Institute found. A third (35 per cent) of managers surveyed said the opportunity to work abroad increased employee wellbeing and mental health, while 33 per cent said it improved work-life balance.
But allowing staff to work overseas can come with risks. “Allowing employees to work abroad for short periods can be an attractive way for employers to offer flexibility, but it isn’t as simple as approving a request and hoping for the best,” says Rena Magdani, partner and head of employment, pensions and immigration at Freeths.
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