Insight into Remote Work and Geographic Pay

Key policy trends within health care organizations

Attracting and retaining employees as the COVID-19 pandemic continues has proven increasingly difficult for health care organizations. As workers grow
accustomed to remote and more flexible work arrangements, the provision of these offerings can become a competitive advantage in recruitment and retention.

As health care organizations navigate the ‘new normal’, they’ve encountered a number of challenges and benefits related to remote work.

With the increase in remote work, issues regarding geographic pay have also become more complex. While national or headquarters-based compensation structures will continue to be important, considerations around geographic pay are much more nuanced as remote work is now prevalent and talent acquisition strategies extend beyond regional/local geographies.

Learn more from SullivanCotter’s recent Remote Work and Geographic Pay Pulse Survey, which examines how health care organizations are responding to what has changed with respect to remote work policies, geographic pay differentials, and staffing models – all of which have been forever altered by the pandemic.

Looking for additional insight? View a recording of our recent Remote Work and Geographic Pay webinar.


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