Author: Spanish Chamber

BLOG POST BY SCORNIK GERSTEIN LLP

International trade secretary Liz Truss has been swift in signing sixty trade deals since the UK separated from the EU. Truss met with the minister of Japan and New Zealand on February first to discuss the entrance in the Comprehensive and Progressive Agreement for Trans-Pacific Partnership (CPTPP). 

What is the CPTPP agreement? 

The CPTPP is a trading bloc of eleven member states: Australia, Brunei, Canada, Chile, Japan, Malaysia, Mexico, New Zealand, Peru, Singapore, and Vietnam. It is an intergovernmental agreement with the scope of reducing trade barriers and increasing trade of goods and services between the partner’s countries.  

Differently from the European Union, the Pacific trade bloc focuses only on an economic level and does not require giving away supremacy over legislation, border or money to the CPTPP. This accordance regards the fields of agriculture, fish and seafood, forest products, and industrial goods. 

The goal is to facilitate the development of production, supply chain, seamless trade and improve efficiency, create and support jobs and raise the standard of living. Moreover, there are additional provisions on technical barriers to trade, investment, intellectual property, sanitary and phytosanitary measures, with the scope of securing the good markets caused by customs change.  

What would the UK get out of CPTPP membership? 

There are many pros for Britain that could stem from membership in CPTPP. The Asia-Pacific area is today’s world-leading region for economic growth.  

The benefits that Britain could get from the membership could be:  

• Improving the UK’s position putting the country at the centre of a free trade agreement with the high-powered economy. This move could lead to a remodel of global rules and drive reforms at the World Trade Organization (WTO), promoting Britain’s long-term interests. 

• Improving Britain’s economy, creating new opportunities for English business and exporters. 

• Making  the country more resilient to future crises due to diversification of the supplies. 

• Free trading would eliminate 95% of tariffs of goods within members countries. 

• Increasing and securing investment and trade that will help the UK overcome the pandemic crisis. 

• The rules of origin will permit the content from any country within CPTPP to count as ‘originating’. For instance, cars made in the UK could use more Japanese-originating car parts. 

• The benefit of the trading pact will extend with the entrance of new members. Aside from the possible addition of Britain, there is a slim chance of the “re-joining” of the USA which was originally part of the picture before Trump seized power. The original format was strongly desired by president Barack Obama and the deal would have been the world’s largest trade agreement covering 40% of the global economy. The new Biden administration might consider the deal. Also, Taiwan is considering joining the bloc. 

 

 

 

 

 

What would the UK have to do to join the CPTPP? 

 Following Article 30.4 of the agreement any state can apply, the access is going to be based on the parties’ consent.  

 The process for the annexation is the following: 

1. The first step, that Britain already did, is to inform the depository of the agreement, the New Zealand Government, which will inform in turn to the other parties. 
2. The Commission of the trading bloc will decide whether they want to begin or not the accession process. 
3. They will form a working group to which the UK have to address and explain how intend to comply with the agreement rules.
4. After this first meeting, the applying country submits his market access offer.
5. A negotiation process will take place.  
6. When all the members will be satisfied by the terms agreed the process will end and the UK would be invited to became a member. 

 

Many members’ leaders have already expressed that they would happily welcome Britain in the CPTPP. 

If you wish to keep updated about the new rules and new opportunities generated by Brexit, please register your interest at www.thebrexitlaw.com 

 

 

“What will social distancing look like for us?” “Who have you consulted with?” “How will our performance goals be adjusted?” “What if I don’t have access to childcare?” “What precautions have been put in place to make sure it’s safe to return to work?” 

These are just some of the questions leaders like you need to be prepared for as they consider how they are going to re-open their businesses. 

The biggest mistake leaders can make is to assume that everyone in the organization is as far along the change process as they are. It’s easy to forget that while the senior leadership team has been reviewing the data and having planning meetings, the same isn’t true for the rest of the employees. 

When talking about change, we say  that people have five predictable stages of concern—and corresponding questions—when evaluating a change and going through transition: information concerns, personal concerns, and implementation concerns followed by impact concerns and refinement concerns. 

When the senior leadership team begins asking people to come back to work, it’s important to allow time to address people’s first three stages of concern. These are the stages that leaders often bypass or don’t spend much time on, mainly because they personally have already worked through them over many weeks of discussions. Because they’ve done it, they mistakenly underestimate the time that others will need to process the same concerns. During change, leaders need to meet folks where they are. So people’s information, personal, and implementation concerns about change are critical for leaders to address right away. 

One of the worst things a leader can do is initiate a change without first addressing people’s concerns. Pushing ahead for the sake of expediency causes people to think ‘My manager hasn’t thought about me at all in this. They haven’t thought about how this is going to impact me.’ On the other hand, when leaders talk about those concerns, people think ‘My manager cares about my concerns—and about me.’ 

Leaders have a tendency to want to move fast during change, often by using a top-down approach. While they can make decisions quickly using that approach, it’s likely to slow down or possibly derail implementation of the change because they won’t have the commitment level from people in the company. At best, they’ll have compliance, which won’t be enough in the long term. But if leaders slow down a little bit on the front end by involving more people, giving them a voice in the process, and getting dialogue going, the change implementation will move faster and results will come sooner. 

Even though everyone needs to be involved in the process, that doesn’t mean everyone’s going to have a vote. There is a difference between having a voice and having a vote. While few organizations would allow employees a vote in the change process, all organizations have an opportunity to give people a voice. And that voice goes a long way in lowering people’s resistance to the change. Just knowing that the leaders initiating the change are taking input from a lot of different sources and different people goes a long way. People see it as more of a smart process and are better able to understand the rationale for the decisions being made.” 

We need to  emphasize that change is a process done best with people, not to people. Many researchers show how the most change-adaptive organizations rely on their workforce—not just their executives—to lead change. 

It is about leading the transition (internal emotions) first and not the change (external to the individual) . 

Change works fast when you’ve won over people’s hearts and minds. 

Change leadership teams that encourage open and honest communication have far better results than those that don’t. It’s the free-flowing sharing of information and being in a dialogue, not a monologue, that is key. 

“Gartner’s research shows that a high involvement strategy improves engagement, retention, and ultimately implementation speed by up to 33%. So people are more highly engaged, there’s a greater likelihood they will stay with the organization, and the implementation will happen faster. 

For organizations looking to improve their readiness for a short-term change initiative and a long-term change-ready organization, it is highly important to improving leaders’ change readiness skills—through training, consulting, or coaching.  

In every case, leaders must be educated on people’s predictable stages of concern and on communication skills for addressing each stage effectively. 

Get the paper and questions for each stage of the transition HERE 

As partner of the Spanish Chamber of Commerce I am pleased to offer you my member´s rate with a 25 % OFF! Book HERE using CODE SPMEMBER 

Need to talk? Book a 30 min free consultation with me and let’s talk about how I can support you or your organisation. 

Hausfeld London is pleased to have kickstarted 2021 on a positive note with several exciting team updates and recognition. 

New joiners
We welcomed partner Ned Beale from Trowers and Hamlins where he was a senior partner specialised in complex, high value commercial disputes and led the firm’s international arbitration team. He joins Hausfeld to broaden the firm’s commercial disputes and international arbitration offering. Ned is joined by of counsel, Olena Gulyanytska, who focuses predominantly on arbitration with an international dimension – particularly on matters across Europe and the US. The pair have worked together for several years on many high-profile cases and we look forward to the new instructions to come as a result of their recruitment.

Promotions
Excellence was also recognised within the current team as we promoted Luke Streatfeild and Lucy Rigby from counsel to partner – both competition litigation specialists who have acted on some of the largest and most complex competition litigation matters in recent years.  Amandine Gueret, who has a particular focus on competition damages litigation, and Eliza Buchanan, who has a diverse practice encompassing both competition and commercial litigation, were promoted from associate to senior associate. These promotions are a real testament to the commitment and hard work each individual has shown in recent years.

Recognition
Partner and head of commercial disputes, Lianne Craig, was recognised in The Lawyer Hot 100 2021 on 25^th January. The Hot 100 lauds the most daring, innovative and creative lawyers of the previous 12 months, comprising legal experts from in-house, private practice and the Bar and we are proud to see Lianne listed amongst some of the best names in the industry.  Lianne was recognised for her role in growing the profile of the firm in the commercial disputes market and for reinforcing the firm’s foothold in Europe by spearheading growth in Spain. The highlight of these efforts has been the launch of a high profile collaboration with Spanish firm Eskariam, notably on the Spanish Milk Cartel case.  Lianne has also been a driving force behind significant growth in our environmental and climate change practice over recent months.

If the above is a sign of things to come, we have an exciting 12 months in store for the team. We look forward to sharing more developments with the Chamber throughout the course of this year.”

 

Durante los meses de pandemia, hemos visto como la demanda de vivienda entraba en fase de recuperación. La demanda nacional como internacional se ha dirigido al segmento de viviendas nuevas con el fin de encontrar una transacción rápida y cómoda sin necesidad de obra.

El teletrabajo ha aumentado la importancia de tener una vivienda grande y luminosa así como espacio de trabajo y vida. Esta tendencia ha sido impulsada además por la seguridad sanitaria y civil que ofrece España frente a otros destinos como norte de África o Caribe.

Sin embargo, la necesidad y demanda de viviendas de obra nueva está muy por encima de la oferta. Desde la crisis hipotecaria, el sector de la construcción no ocupa el mismo lugar que en la pasada década. Según datos del INE, en 2006 su contribución al PIB español fue del 10.8% pasando a un 5.6% en 2018. Se espera una tasa de crecimiento negativa para el 2021 lo que repercutiría en la escasa oferta de viviendas nuevas.

La obra nueva ha registrado un mayor incremento en los precios y ha ganado protagonismo en el total de las operaciones. La Asociación Hipotecaria Española apunta que mientras que en la vivienda de segunda mano el precio caía un -1.9%, en la vivienda de nueva construcción crecía un +0,6% en 2020. Según datos del INE, en junio las operaciones de obra nueva representaron el 17,6% de las transacciones y alcanzaron el 20.7% en julio.

En estos momentos la previsión es la subida de los precios de viviendas nuevas. Podríamos decir incluso que es un buen momento para la compra de viviendas en construcción, sobre todo por las facilidades que suponen los pagos fraccionados durante los dos años de la construcción de las mismas.

Igualmente importante es la inversión en vivienda nueva para alquiler, los fondos de inversión incluso están comprando edificios enteros recién construidos para destinarlos al alquiler.

En definitiva, la Pandemia no ha supuesto una crisis sino una Revolución. No sólo en el ámbito digital y sanitario sino también en la vivienda. Muchas personas buscan ahora viviendas amplias, con jardines, fuera de la ciudad o en la costa, ya que, gracias al teletrabajo tienen la posibilidad de trabajar desde la terraza de una magnifica vivienda con vista al mar y disfrutar de un largo paseo por la playa después de finalizar su jornada laboral.

En MTS Spain, somos conscientes de la oportunidad y es por ello que queremos ayudarle en su proyecto de inversión. Es importante conocer sus preferencias y su perfil con el fin de elegir la ciudad que más se adapte a sus necesidades. De la misma forma que le ayudamos a encontrar su vivienda, le ayudamos con todo lo relacionado con la financiación y los seguros. No dude en ponerse en contacto con nosotros hoy.

Milagros Granizo Muñoz
Milagros.granizo@mtspain.es
MTSpain– Miembro de la Cámara de España en Reino Unido.

 

2020 has presented many challenges for companies, including how to stay efficient, competitive and profitable in a rapidly changing business context. Many companies have struggled to continue their business activity remotely, experiencing billing delays or the inability to get contracts signed in person. The proliferation of digital transformation has become a crucial strategy to navigating this new terrain, and digitalisation of administrative processes is one way companies have been able to overcome some of the obstacles faced over the past year.

More specifically, relying on electronic signature and billing solutions has enabled companies to handle essential paperwork remotely, streamline procedures, and save time and money. By digitally transforming key administrative processes for its clients, SaaS technology provider Docuten has made it possible for many businesses to continue working during uncertain times. 

Docuten provides end-to-end administrative digitalisation for mid- to large-sized companies, offering digital signature, e-invoicing and the automation of payments through one provider. In 2020, Docuten securely handled 8,755,788 documents, including incoming and outgoing e-invoices, and documents sent for signature. This support made all the difference for companies trying to maintain their business activity during a very difficult period. 

Additionally, companies save up to 80% when using digital signature, and up to 60% when sending and receiving e-invoices with Docuten. In fact, as a result of digitally transforming administrative processes, in the last year, Docuten clients saved approximately 1.5 million hours that were previously spent on unnecessary work, as well as more than 19.5 million euros. 

Businesses that have integrated digitalisation solutions into their operations are also engaging in more sustainable practices. If we estimate that each document represents a single sheet of paper, Docuten saved 8,755,788 sheets of paper from being manufactured. This alone prevents wasting 79,678 kilos of wood and 87,577,880 litres of water, and avoids emitting 5,778 kg of CO2. 

It’s clear that digitalisation is here to stay, with 2020 solidifying the importance of implementing digital tools aimed at improving business efficiency and allowing remote management of administrative processes. What’s also clear are the enormous benefits in terms of time and money spent, as well as to the environment.

 _______________ 

To find out more about Docuten and the services they offer, you can visit their website at https://docuten.com/en/ or contact them today.

 

This week, we shared the exciting news that we have a new vice-president joining the Executive Committee of our Chamber: Cristina Ginés Pallarés, who is the Business Development Director for Europe at SENER. Read on to find out a little more about our new VP and her thoughts about her new role!

Hi Cristina! Please tell us about you, and about your role at SENER

“I have both an LLM in European Law and an MBA but I have worked in the engineering consultancy sector for the past 20+ years. I am currently the Business Development Director for Europe within the Infrastructure Unit at SENER Engineering. We are an engineering consultancy firm which has been working in the UK since 2013 and we’re currently involved in some important projects across the country, such as HS2 and the Edinburgh Tramway. SENER Engineering’s portfolio of high-tech projects covers a wide range of fields and locations, from thermosolar plants in Africa to High Speed Lines in California. I am proud of the team of professionals that we have in the company and the role of SENER in the wider society.”

What are the aspects that you enjoy the most about being a member of the Spanish Chamber of Commerce in the UK?

“Being a member of the Spanish Chamber has a lot advantages and you have to make use of them. Networking is one of the key aspects, and in a way the most enjoyable one, but it is definitely not the only one. The Chamber keeps its members very well informed and updated about matters that are quite important for a business to run in a foreign country. The diversity of sectors represented in the Chamber’s network is also another of its great strengths. Sometimes we can judge the business environment only through the lens of the sector in which we work, but often there might well be much more to it.”

What are the challenges that you are looking forward to in your new role as a vice president of the Spanish Chamber?

“We are living through a particularly momentous and critical time at the moment: Brexit, the coronavirus pandemic, climate change…There is a great deal of actions that we can take to try to help companies to better face these challenges. I just hope that I can manage to find the right amount of time to dedicate to the Chamber. Maybe that is also a challenge in itself and I definitely hope not to fall short…!”

And finally, what do you like to do in your spare time?

“For the past six years I have split my time between London and Madrid and going for long walks with my son in either of these wonderful cities is something that I enjoy very much. Apart from that, I could go for the classics: watching a good series, reading a good novel, but honestly… a dinner with my girlfriends, that takes the cake!”

 

Thank you and welcome once again to the Executive Committee, Cristina!

To find out more about Cristina you can do so here, and to find out more about SENER, please click here.

 

BLOG POST BY SCORNIK GERSTEIN LLP

The United Kingdom (UK) left the European Union (EU) on 31st January 2020. However, although the UK is no longer a member state of the EU, European legislation continues to apply in the UK until 31 December 2020 (the Transition Period). Therefore, the question is what will happen when the transition period comes to an end, i.e. after the 31.12.2020 or effective exit date (EED). 

We set out below key issues which should be considered when the parties to a commercial contract negotiate its terms in light of the potential impact of Brexit. 

✔️ TERRITORIAL SCOPE: frequently, a key right in a contract is limited by reference to a specified territory. For instance, a licensing contract, in which an industrial property owner allows another party to use that industrial property within limited geographical region. If that geographical limitation is described in the contract as the European Union, would the rights to operate in UK fall away after the transition period?

To avoid the uncertainty, it is advisable to reflect on the contract whether upon the exit of UK from EU that license is to continue to operate in the UK and under which conditions. 

✔️ CURRENCY FLUCTUATIONS: evaluating the impact of Brexit on the foreign exchange rate between Sterling and other currencies is one of the challenges to be managed, especially for business involved with exports, imports or that make deals in foreign currency. A price adjustment clause, could mitigate the exchange rate risk. 

✔️ TRANSFER OF PERSONNEL: free movement of workers is a fundamental principle of the Treaty enshrined in Article 45 of the Treaty on the Functioning of the European Union and developed by EU secondary legislation and the Case law of the Court of Justice. The parties to a contract should  consider  the impact of the end of freedom of movement after the EED.  

✔️ INCREASED TRADE BARRIERS: it is advisable for the parties to a contract to calculate the business increased costs as a result of the implementation of new trade barriers which may be incorporated after the EED, and negotiate the position under the contract accordingly. 

✔️ ENFORCEMENT OF FOREIGN JUDGMENTS: pursuant to current European regulations, decisions made by a court of a EU member state are automatically enforceable and recognised in other EU member states. After the EED, the decisions made by UK courts will no longer benefit from automatic recognition and enforcement and would trigger uncertainty and to incur in costly & prolonged enforcement proceedings. This risk must therefore be factored by the parties when negotiating a contract. 

 

DRAFTING FOR BREXIT: BREXIT CLAUSES (BC) 

Brexit is already affecting ongoing commercial relations. However, its true impact is still uncertain. One way to minimise such impact when drafting a commercial contract is to establish consequence clauses to the specific impact that Brexit might bring. 

The party who invokes a BC will have to demonstrate that the adverse impact was a consequence of the specific event of Brexit. Proving an increase cost as a result of imposition of tariffs in the movement of goods would be easy. However, demonstrating that a change in emigration legislation has increased labour cost may be more challenging. 

The parties should decide whether the BC could be alleged whenever a party suffers the negative impact, before or after the EED and specify an end date after which the clause cannot be invoked given that Brexit effects can expand for a considerable long period. 

 

Subscribe to Scornik Gerstein´s newsletter to receive the BREXIT legal updates:  https://scornik.com/subscribe 

 

 

Enero es el mes en el que se publican más vacantes. Prepárate ahora para destacar. 

 

Lamentablemente la situación laboral actual es preocupante, y es por lo que si cabe, es más importante que nunca estar bien preparado y destacar entre otros candidatos. 

Enero es de  los meses en donde se publican más vacantes por lo que estás a tiempo para prepararte y destacar entre otros candidatos. Por no decir la situación a la que nos enfrentamos los españoles en Reino Unido con Brexit. 

Uno de los problemas que suelo ver en la mayoría de la gente con la que trabajo es falta de claridad de su objetivo profesional, y a veces cuando la tienen, hay una falta de conexión entre su objetivo profesional con sus habilidades, Currículo, experiencia y logros, así como con su perfil en LinkedIn. 

Aunque hay situaciones extremas, me gusta ayudar a pensar que el cambio de carrera, aunque a veces sea forzado, ayuda a cambiar el rumbo laboral, por lo que siempre animo a que esta circunstancia se aproveche al máximo para reconfirmar cual es el objetivo profesional que se tiene. La realidad, a no ser que seas afortunado o afortunada, es que trabajamos durante toda nuestra vida, y es una pena ver que hasta casi el 80 % de las personas trabajan en algo que no les gusta o para lo que no tienen talentos. 

Esta falta de conexión entre lo que quieres, para lo que tienes talentos y tu pasión, con lo que realmente estas ejerciendo como profesión, es una de las mayores causas de frustración en la vida e incluso de estrés. 

Muchos de estos casos atienden a situaciones del mercado, profesionales que no tienen otra opción más que coger cualquier tipo de trabajo por necesidades económicas, y muchas veces inclinados a estudiar una carrera o ejercer una profesión no por decisiones propias. 

Si te encuentras en esta situación, piensa que tienes tiempo hasta enero para centrarte en lo que puedes controlar, y tomar las acciones necesarias para maximizar las oportunidades de tener éxito. 

Te comparto 10 sugerencias para que pongas en práctica de aquí a enero: 

1. Importancia de tener objetivo profesional

Independientemente de si tienes más experiencia o no, es crucial tener claro tu objetivo profesional ya que va a ser la base para una búsqueda efectiva de empleo. Si tú no sabes dónde quieres llegar, cómo vas a convencer a un reclutador. 

Es importante que hagas un análisis de tus habilidades, logros, características personales, talentos, valores. Esto te ayudará a ir crean tu perfil profesional. 

Incluso si quieres cambiar de sector, de país, de industria, no lo dejes de lado. Va a requerir más esfuerzo pero eso no significa que no sea posible. Si algo te gusta y estás dispuesto a trabajar y ser constante en la búsqueda, lo conseguirás. 

2. Autoevaluación

Es muy importante que hagas una autoevaluación de tus conocimientos, habilidades, valores, talentos y experiencia para ver cómo gestionar tu búsqueda de empleo y crear un plan firme. 

Es muy importante saber tus logros. Este es un gran error que veo en la mayoría de la gente. Trabajan durante años, pero no son conscientes ni llevan un control de cuales han sido sus logros en sus puestos de trabajo anteriores. Y después de varios años es muy difícil acordarte. 

Pon atención en los logros que se puedan cuantificar ya que es la mejor manera de hacer ver al entrevistador cómo puedes contribuir a la empresa. Le ayudas a verte en el puesto de trabajo. 

3. Informe de productividad

Una vez que tienes claro tu objetivo profesional, créate un plan de acción que mida tu índice de productividad. Tus resultados van a ser proporcionales a tu inversión y tu nuevo trabajo es buscar trabajo, por lo que tu éxito depende en gran mayoría de ti. 

 Establece prioridades y diarias y semanales, y lleva un control de las vacantes a las que postulas, con quien has contactado y cuando tienes que hacer seguimiento. Lo que no se mide no se puede mejorar y este informe de productividad te servirá para ver cómo estas gestionando tu búsqueda. 

4. Mentores

Inspírate en gente que tiene el cargo que tú quieres tener. Hoy en día con las redes sociales es muy fácil ver sus perfiles, la terminología que utilizan y cómo se describen. Son una fuente de inspiración muy buena para retocar tu perfil de LinkedIn y para aprender de ellos. 

Atrévete a pedir consejo. Te sorprenderá lo dispuesta que está la gente en ayudar e incluso ser tu mentor.  

5. Lo importante no es si lo sabes sino si lo haces.

Toma decisiones y riesgos. Es la única forma de aprender, incluso cuando te equivoques. 

Es importante planificar y tener claro tu objetivo profesional, pero lo más importante es tomar acción ya que de lo contrario el trabajo previo no te habrá servido de nada. 

Busca el progreso no la perfección, ya que la perfección no existe. Si puedes permitirte esperar hasta que encuentres el trabajo perfecto hazlo. Para la mayoría la situación actual no está como para dejar pasar oportunidades, por lo que no dudes en empezar en un trabajo que no sea ideal para ti. Lo importante es que, si es posible, de alguna manera te aporte nuevo conocimiento, y que siempre tengas tu destino final en mente. Tu objetivo. Hay muchas formas de llegar a tu destino, y a veces la línea recta no es el camino más corto. 

A veces hay que dar un paso atrás o lateral, para poder realizar tres pasos para adelante. 

6. Sé un estudiante eterno.

Muchas personas son de la opinión que hay que cambiar de trabajo cada 5 años. Eso depende del país y de la cultura, pero lo más importante es cambiar de funciones y seguir desarrollándote como profesional. No estancarte. Porque nunca sabes cuándo vas a necesitar cambiar de trabajo voluntariamente o involuntariamente. 

Se puede tener una trayectoria muy enriquecedora dentro de una empresa. Lo importante no es quedarte en tu zona de confort. 

7. Currículo y carta de presentación.

¿ Sabes que tu currículo en la mayoría de las ocasiones lo lee un robot? Es te es uno de lo smayores errores que veo en la gente. Utilizan el mismo currículo y carta de presentación para todas las vacantes a las que postulan y eso es lo que hace que no les filtren. 

Debes personalizar tu currículo y carta de presentación utilizando las palabras  clave de la vacante. No es negociable. O te frustarás postulando sin obtener resultados. 

Anualmente revisa tu objetivo profesional, tu Currículo y perfil de LinkedIn. Si lo dejas, se quedará obsoleto enseguida y luego te costará mucho ponerlo al día. 

Además esto te permite hacer un balance de tu situación y saber si sigue alineado con tu objetivo profesional a largo plazo. 

8. Seun estudiante eterno. 

Es muy importante estar al día de las necesidades del mercado y de tu profesión para mantenerte competitivo. Es importante mantenerse tanto al día de conocimientos directos con el trabajo, como con nuevas tecnologías, habilidades e idiomas. 

Intenta asignar tiempo y si puedes presupuesto para hacer formaciones regulares. Hoy en día, gracias a la época digital, es fácil y barato mantenerse formado y saber las tendencias de los mercados. 

Hoy en día estamos viendo la importancia de la globalización, fusiones y colaboraciones comerciales entre compañías, y la búsqueda de expansión internacional, lo cual requiere tener empleados resilientes, ágiles y con capacidad de hablar idiomas y adaptarse a diferentes culturas. 

Los idiomas puedes ser tu valor añadido. 

El mercado laboral va a ser muy competitivo por lo que el dominio de tecnología, de idiomas y la especialización son valores añadidos aunque siempre manteniendo la agilidad de aprender nuevas áreas. 

9. Networking

¿Sabes que el casi el 80 % de las vacantes no se publican y que el 80 % de las vacantes se cubren gracias al networking? 

El networking es la fuente de oportunidades laborales más importante y debe estar incluido en tu Plan de carrera profesional. Haz un cuadro de red de contactos: actuales clientes, compañeros, anteriores jefes, compañeros, clientes, compañeros de estudios, padres y madres de los amigos de tus hijos, familiares…no subestimes tus contactos porque muchas veces recibirás ayuda de quien menos te esperas. 

Ten conversaciones de carrera con ellos (no pedir trabajo) para que sepan en qué proceso de cambio de rumbo laboral estás y cuales son tus industrias y empresas diana por si sabe de algún proyecto o te pueden presentar a alguna persona. 

Lo mismo es cierto con las redes sociales, especialmente LinkedIn. Contacta con todas estas personas, pero importante hacerlo cuando ya tienes tu perfil actualizado ya que quieres que vean la mejor versión de ti. 

Cuando postules a una vacante contacta siempre antes y después de la entrevista con los reclutadores. Te hará destacar entre otros candidatos. 

10. Tu marca profesional

A lo largo de este proceso, tu objetivo profesional, tus conversaciones y tus intervenciones en redes sociales deben estar alineados. Recuerda que tu marca es lo que la gente piensa de ti cuando no estás presente. 

Si quieres ser director/a de ventas, comunícate como tal y comparte artículos que sean de interés para un director de ventas. Si quieres ser fotógrafo/a, métete en el papel y alinea tu currículo, perfil de LinkedIn, tu carta de presentación y conversaciones y habla como un fotógrafo/a. 

Resumiendo 

Toma las riendas de tu futuro profesional. La clave del éxito es la planificación y una visión a largo plazo y la constancia en la implementación. 

Crea tu marca personal: objetivo profesional, currículo, carta de presentación, conversaciones de carrera y perfil en LinkedIn. 

La confianza y seguridad que muestres al hablar de tu rumbo profesional será un imán en tus conversaciones de carrera. Y no te preocupes si estás cambiando de rumbo, sector o puesto, ya que es algo natural y sano. Lo importante es que te lleve a realizar el trabajo que deseas y sobre todo que sepas explicarlo en la entrevista. La seguridad es atractiva, por lo que si tienes claro tu rumbo profesional y sabes explicarlos, les convencerás. 

Y siempre recuerda que el futuro está en tus manos. Si en algún momento te sientes que estás rogando a alguna empresa, seguramente ese trabajo no sea para ti. 

Permítete diseñar tu vida y que nadie la diseñe por ti. 

Para ayudarte a prepararte para enero, he organizado este Reto Masterclass de 3 días donde te explico el SISTEMA DE 3 PASOS que me hubiese gustado que me hubiesen compartido hace años ➡️➡️➡️⁣ 

 Vas a aprender a

✅ Tener claridad de lo que quieres hacer, cuales con tus logros y habilidades 

✅ Cómo adaptar tu currículo/hoja de vida
✅ Cómo crear una carta de presentación
✅ Cómo adaptar tu perfil de LinkedIn para que destaque
✅ Qué hacer para tener éxito en la entrevista  

 

Fechas : 8-9-10 diciembre 

Hora: 20.00 UK/21 .00 ES 

Enlace:  https://bit.ly/RETOTRABAJO 

 

Nieves es Coach de Orientación Laboral y ofrece sesiones de Coaching de Orientación Laboral.

 

 

BLOG POST BY OUR MEMBER ASTER & TRUJILLO

It’s all about tax and employment status, and who makes the decision on status.

The overhaul to the IR35 rules, postponed because of Covid-19, is now less than six months away. For most off-payroll workers, it adds up to a big change to procedure from 6 April 2021.

Who is impacted?

The change applies if you provide your personal services to an end client through an ‘intermediary’. The most common type of intermediary is a worker’s own ‘personal service’ company (PSC), and PSCs form the focus of this Briefing. But please note that an intermediary can also be an individual, partnership, or unincorporated association, and all intermediaries are potentially impacted by the change.

Determining employment status: moving the responsibility

The off-payroll rules, often called the IR35 rules, came in because of government concern about loss of tax revenue, particularly National Insurance Contributions (NICs), arising through the use of intermediaries in the labour chain. The government believes widespread misclassification of off-payroll workers who should really be treated as employees is to blame.

It’s therefore moving responsibility for making the decision on employment status on each contract away from contractors and PSCs, and on to the client receiving their services. This has already been done for engagements in the public sector.

When it will affect you

From 6 April 2021, you are no longer responsible for deciding your employment status if working for a ‘medium’ or ‘large’ client in the private sector. It becomes the client’s responsibility instead. The change also has consequences for tax and NICs.

Companies and LLPs are considered large or medium if they meet two of these conditions for two consecutive years:

• annual turnover more than £10.2 million
• balance sheet total (assets) more than £5.1 million
• they have an average of more than 50 employees
• note: for unincorporated businesses, only the turnover test applies

 

 

 

 

For more information, please continue to read by clicking the following link: https://www.astertrujillo.co.uk/resources/professional-briefings/ir35-the-new-regime.pdf