14
Nov

The Freelance ERA?

Escrito el 14 noviembre 2009 por Jesus Guerro en General

The number of freelance professionals has increased by 5 in the last 5 years. This trend will likely be accelerated even more striking in the coming years.
Many companies have learned to focus their activities towards a model based on project management, flexible organizational structure, avoiding unproductive fixed costs and going to the best professionals to perform very specific functions in response to targets and deadlines also clearly identified.
There is a theory in the context of the HR which claims that the greater the talent of a professional the higher their change inquietuds once the objectives for which he was hired have been achieved and the business situation is stabilized. As a gifted child who is rapidly bored.
So at the risk of having accommodated managers in the organizational structure who may have lost part of their initiative, companies increasingly look to create multidisciplinary teams of specialized professionals, according to the needs and challenges that they face in every single moment.
It also facilitates both, company and professional, the opportunity to adjust their tax payments. So for a contract of 60,000 euros, the cost to the firm is really 80,000 after taking account of social security contributions, while a freelancer can be ascribed to a minimum payment of 250 euros per month. That is € 3,000 per year. The remaining 17.000 € can be saved by the company, applied by the professional in an excellent pension plan or enjoy freely as each side better understand they have to.
Reminding that a considerable amount of expenses not deductible being employee (meals, fuel, communications, tolls ….) are deductible for freelances in the rent declaration, with the opportunity to also recover the VAT every three months .
The main barrier to the development of this model of contraction still remains a cultural issue.
There is still a widespread perception in companies to interpret the interim professional someone with little sense of loyalty, when the thin red line that separates any labor contract termination rarely exceed more than a 15 days’ notice.
On the part of individuals, many refuse to consider this option to see it as insecure, unstable and devoid of “fundamental” services such as unemployment benefits or compensation (except in the case of self-dependent) while many others conclusion is that they have already paid too many taxes and that its protections are responsible for themselves, still looking skeptical of the term “indefinite” when it refers to labor contracts. Not in vain, turnover in executive positions is growing every year at a higher rate.

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