Many businesses are reconsidering expatriate assignments in light of travel restrictions, tax incentives, the rise of remote work and more. This post describes steps your organization can take to reduce its global mobility risks and put your company in a better position to thrive as our global economy recovers.
The coronavirus is affecting the global economy in many ways, and the situation is constantly changing. Employers and their expat workers in particular must be mindful of the coronavirus and the ways in which state and local governments are responding.
A new virus that originated in the Chinese city of Wuhan is so far responsible for 2,700 infections and at least 80 deaths. This post provides business travellers and their employers with information about the virus so they can make sound decisions during this emerging crisis.
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.