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.
The global economy is evolving quickly, and tech and other startups are looking beyond traditional expansion targets like the UK and China. Popular targets now include relatively low cost, talent-rich countries like Israel, Ireland, the Czech Republic and Poland, which recently joined the ranks of FTSE Russell advanced economies, the first country to do so in nearly ten years
Keeping track of your employees’ international business trips is a critical, often overlooked component of operating a multinational organization. The size of your business doesn’t matter: to minimize risk, you need to understand and record where your employees are traveling and for how long. Business trips — also known as short-term expat assignments — pose a particular problem. They are often wrongly dismissed as low- or no-risk, which can prove costly. Many companies, for example, unknowingly trigger a taxable presence in another country by sending an employee on multiple business trips there, which can lead to fines and reputational damage.
Despite opposition from business quarters and serious glitches during testing, France is moving ahead with a plan that will require employers to withhold income tax from employee paychecks starting in January 2019.
Overdue US tax payments can now lead to denial of a passport or passport renewal. Expats and their employers need to understand the law and its ramifications.
Many countries require a medical exam as a condition of employment, which can affect expat workers. Here are some examples of what to expect in other countries.
The Harvey Weinstein scandal and #MeToo movement have focused a wave of attention on workplace harassment. HR departments in the US are scrambling to revise policies and examine their company cultures. But abroad, the picture can be very different. Simply translating home-based policies into a new language for use in another jurisdiction isn’t the answer. Multinationals must learn to navigate relevant foreign laws while realizing that effectively combating harassment is as much about culture as legislation.
The globalized economy presents new opportunities for growth, frequently requiring companies to send employees overseas on assignments. Sending key talent overseas can solve problems, but employers typically must navigate a common set of challenges, such as immigration status, in-country employment compliance, host and home country taxation, compensation planning and quality of life topics.
The globalized economy presents new opportunities for growth, frequently requiring companies to send employees overseas on assignments.
In the second part of this two-part post, Rory Shedden talks about his expat experiences in Boston and asks about the ramifications of short-term expat assignments. His colleague Katie Davies provides more expert commentary and recommendations.
Rory Shedden, director of solution development at Radius, talks about his experiences as an expat in Munich and Boston. His colleague and global mobility expert Katie Davies provides commentary and recommendations for the benefit of expats and their employers.
Australian Prime Minister Malcolm Turnbull announced that his country’s Temporary Work (Skilled) visa, or 457 visa, used by non-Australian skilled workers, will be replaced by two new visas. Over a million people have used the 457 for work in Australia since it was introduced 20 years ago. Here’s what the changes will mean for businesses operating in or planning to expand into Australia and what they can do to protect themselves.