Running a multinational business is complicated, and maintaining global operations gets more complex over time. Regulations in every jurisdiction are rapidly changing, and related best practices are changing along with them.
Traditional benefits offerings such as pensions and medical insurance don't necessarily motivate today's increasingly multigenerational - and international - workforce. Organizations are coming to realize that they must develop new employee-engagement strategies to attract and retain top talent, both at home and abroad.
India is replacing its labyrinth of confusing, overlapping federal and state taes with a single tax on goods and services. The new GST system aims to make India more attractive to foreign investment.
The Gulf Cooperation Council (GCC) countries - including UAE, Saudi Arabia and others - introduced value-added tax (VAT) in 2018. It's not too late for businesses operating in the Gulf region to understand and fulfill their VAT obligations, but the clock is ticking fast on the grace period.
Multinationals are increasingly offering their employees stock-related incentives to reward performance, give workers a stake in their companies and to boost employee retention. Unfortuantely for employers, managing these plans and ensuring compliance can be complex, especially when employees are working across borders.
As Europe’s largest economy, Germany offers a prime continental location, a qualified labor force, openness to foreign investment and relative economic stability, making it a popular international expansion choice for US-based companies.
As one of the world’s largest economies, China holds the promise of huge market potential and revenue opportunities for businesses worldwide.
Keeping track of regulatory deadlines, whether you’re a small company engaging in cross-border e-commerce or a multinational with offices around the world, is challenging and risky.