Countries all over the world are embracing the economic employer concept and abandoning the traditional model for granting income-tax exemptions to temporary foreign workers. We explain the economic employer concept and tell you how to protect your organization when sending expats on short-term assignments.
If you’re a U.S. taxpayer with a bank account outside the country, you may need file an FBAR, which is used to report foreign account information to the U.S. government. Failure to file can result in severe penalties, with fines as high as $100,000 or 50% of the account's balance.
A shadow payroll can lower your company’s risks when you send an employee abroad. Find out why in this short video.
Tax authorities everywhere are intent on collecting taxes from foreign nationals working within their borders, and shadow payrolls have become an increasingly important way for multinationals to avoid paying fines. This post gives you an understanding of what shadow payrolls are and why they’re used. If you’re considering sending an employee abroad, understanding why shadow payrolls are important is a critical first step to lowering your company’s risks.
Welcome back to Global Glance. This week we look at how to launder money and shoot craps at the same time, the trouble with judging NAFTA, and why US expats and accidental Americans loath the IRS.
When Contently decided to send a trusted employee abroad during its first international expansion, it turned to Radius to provide expert global mobility advice and services, from obtaining the proper visa to structuring compensation to managing annual tax returns.
Increasingly, US companies are sending employees on what amount to short international assignments, and they may not even know it. These may be formal short-term assignments with written agreements or could simply be “international commutes” involving occasional business trips to one or more countries.
If your company sends staff abroad, there are advantages to having a tax equalisation policy. It will offset employee tax burdens associated with overseas assignments while ensuring employer tax compliance in home and host countries. Many of these policies are shaped more by company philosophy than legal requirements. But making the right decisions about what to include in the policy is critical to achieving a balance between attracting and retaining top talent, maximising tax advantages, and streamlining expatriate tax reimbursement processes and payroll administration.
In my last post, I described a typical scenario involving a US company sending a US national to Germany on an assignment lasting between one and two years. I also gave an overview of German tax-residency laws under the US-Germany double tax treaty. In part two of this two-part series, I’ll discuss drafting an expat assignment letter and how to ensure that your company fulfills both its US and German tax obligations during your expat’s stay in Germany.
If your US company plans to send workers to Germany for a year or more, you’ll need to be aware of some important obligations in order to be compliant in both the US and Germany. The good news is that Germany and the US have Income Tax Treaties and Totalization Agreements in place. As we’ll see, these agreements help you and your expat employees offset the effects of double taxation.