In order to create a relaxed and productive Coworkation we compiled a list with recommendations: Plan your working hours! If possible reduce your working hours a bit per day by e.g. using overtime hours in order to have sufficient time to also enjoy the location and leisure time activities or plan to work partly during core times and border times (e.g. 7am – 1pm and 8pm – 10pm). Working a usual nine-to-five day is for sure also possible but will limit your possibility to engage in leisure time activities. Plan your work for during the coworkation. To be more independently during this period we recommend you to avoid virtual meetings and calls and instead plan work on which you can work individually Block certain times for meetings and, if possible, plan meeting only for the morning or afternoon so that you can have periods off during the day for leisure time activities Communicate with your colleagues and clients early that you are going on a Coworkation and also what this mean for them (e.g. reduced working hours, limited times for calls, different working hours etc.)

People who already went on Coworkation often mentioned that the internet has been a problem as well as the workspace itself. To overcome these problems we recommend you to look for specific Coworkation offers which understand your specific needs as coworkationer and have an according offer. Being connected to a local coworking space can be a big advantage as it not only offers a proper working infrastructure, but also gives you the possibility to connect with local people.

We recommend to plan a Coworkation at least 2 month in advance to arrange everything. If you are not working self-employed a Coworkation will need coordination with your boss, HR department and maybe also your clients or colleagues you are working with.

The best time for a coworkation depends on different factors and therefore might differ based on your personal requirements and needs. Here are some aspects to consider: Deadlines and important events within your company or with clients might limit your flexibility to work remotely. Therefore times without major deadlines and in-person meetings are best suited. This might be during a slow season at your company or also during usual holiday times, when anyway a lot of colleagues are off. Check out the climate table at your preferred location, being somewhere during rainy season might be less enjoyable Prices for accommodation and therefore also coworkation are usually higher during peak season and lower during off-season. If you are not dependant on school holidays, off-season periods might be a good option and can get you a better deal.

A coworkation is suitable for anyone who can work remote at least temporarily. People/Employees leaving for a coworkation should not need any major equipment besides a laptop for their work. In most coworking spaces a printer and second screen is available if needed. Otherwise a portable second screen might be also a good option to improve remote work.

Under tax law, there are no effects if the workation does not last longer than half a year and the residence is not transferred abroad. However, if the work in the holiday country exceeds the 183-day limit, the employee becomes liable for tax.

To put coworkation within a legal framework and do not mix it up with a business related trip following aspects should be met: The coworkation takes place abroad and not in the country where the employee usually works or live The stay abroad is motivated by private interest and not related to any business purpose The employee continuous to do his usual work, just working from remote The stay abroad is temporarily and does not exceed more than 183 days within 12 month. Furthermore the employee keeps his/her residency in the home country

Depending on the declaration a coworkation can be considered a non-cash benefit (when paid by the company), but does not have to be! Depending on the type of coworkation it can be considered a health promoting measure and therewith is tax- and social insurance free up to 600 Euros. By the way training measures and work-related offsite meetings are not considered non-cash benefits.

According to the current legal situation in Germany, employees cannot unilaterally demand to work remotely from abroad. Despite controversial discussions in the political arena, there is currently no such general legal entitlement. On the other hand, however, the employer has no general legal entitlement to employees working remotely from abroad. The employer can offer a policy that employees can take advantage of, but are not obliged to.

With the A1 certificate, an employee proves that he or she is covered by social security in his or her home country during a business trip to another European country. This means that they do not have to pay double social security contributions. The A1 certificate is valid within the EU, the European Economic Area (EEA) and Switzerland. The financial police of the respective countries check whether the A1 certificate is carried. Austria and France in particular control very strictly and levy fines. The construction industry and the transport industry are particularly heavily controlled.

An A1 certificate for European assignments abroad must be applied for electronically. Those who do not have access to a certified accounting programme can submit the application via the sv.net application. Self-employed persons apply for the A1 certificate on their own behalf.

Generally, the German law applies to the employment relationship even if the employee is abroad. However, EU member states must transpose EU regulations into national law. This can influence whether, for example, occupational health and safety regulations of the destination country must be observed.

Usually companies have their own data protection policies for remote work/home office which should also be ensured when going on a coworkation. In order to comply with these rules, they should be already considered when reviewing potential coworkation location. Private calls: to ensure privacy during confidential calls the employee should either have an individual working space (e.g. desk in their private room) or access to a telephone booth in a shared coworking space Secure internet connection: besides using a password protected connection at the location, a company VPN connection should be set up if not used yet Lockers: Depending on the privacy level of the accommodation a secure and lockable space should be available to store the laptop and other working materials. Especially in shared accommodations this should be considered.

A coworkation offer within your company can provide many different benefits: Talents: For employees it can increase the job satisfaction through a better perceived work-life balance as well as contributing to a positive employer branding. This also helps companies to win new talents and keep current employees. Especially the younger generations request new kind of benefits and are not satisfied with a fruit basket or a company car anymore. Performance: A coworkation can contribute to increased productivity, motivation and especially creativity of employees. Through a different surrounding and the exchange with new people creativity is enhanced. A coworkation also allows employees to broaden their skills and network and recharge without compromising on work. Culture: Active promotion of coworkation, especially in groups, helps to create a vivid team culture and connection with the company. This also helps companies to win new talents and keep current employees.