GTN Mobility Tax Blog

Mobility professionals are navigating complex situations now more than ever – from shifting tax regulations to rising employee expectations. With global disruptions impacting budgets, planning, and talent strategies, staying ahead takes more than just keeping up; it takes the right guidance at the right time.

That’s why we’ve created your Global Mobility Passport. A collection of the ten most impactful insights, tools, and articles our team has shared so far this year. Each entry in this passport represents a key checkpoint in building a compliant, employee-focused, and strategically aligned mobility program.

Join us as we revisit these stamped destinations – each one a trusted checkpoint for teams leading the way in global mobility.

Whether you manage business travelers, short-term international employees, or remote workers, you have no doubt heard about the "183-day rule."

This commonly referenced rule is part of many international income tax treaties and generally states that an individual may be exempt from income tax in a Host country if they are present in that country for fewer than 183 days within a defined period – often a calendar year or rolling 12-month period. However, this threshold is just one of several conditions that must be met for the exemption to apply.

Globally, many tax jurisdictions expect an employer (as well as the employee) to track and report business travel outside of their Home location. However, simply applying a “183-day” threshold does not always work to ensure tax compliance. On that basis we will take a deeper dive into the impact of income tax treaties on the tax cost of business travel, short-term assignments, and remote work scenarios.

Navigating the complex landscape of US tax regulations can be daunting, especially for individuals who may have inadvertently found themselves delinquent in their tax filings. Many Americans living abroad, including "accidental Americans"—those who hold US citizenship by birth but have never lived or worked in the US—are often unaware of their obligation to file US tax returns. And this lack of awareness can lead to unfiled returns and substantial penalties.

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Managing mobile employees across borders, in locations like Italy, Spain, and the US, can quickly become complex. From navigating tax residency rules to coordinating payroll and social security, there’s a lot to consider to stay compliant and avoid risk. That’s why Mobile Workforce Collaborative (MWC) recently hosted a corporate-only webinar bringing together HR and mobility professionals for an in-depth discussion on how to manage cross-border mobility in Italy, Spain, and the US. 

Whether you're a US citizen or green card holder living abroad—or supporting employees who are—the US tax system presents unique challenges. Unlike most countries, the United States taxes individuals based on citizenship rather than residency. As a result, US citizens and green card holders must file annual US income tax returns and report worldwide income and gains, no matter where they live or work.

Managing mobility tax obligations is rarely straightforward, especially as workforce models grow more flexible and companies support a variety of cross-border employee scenarios.

That’s why GTN and AIRINC teamed up for a three-part webinar series, offering clear, practical guidance on key mobility tax topics. Whether you're focused on day-to-day program management or big-picture planning, these sessions were designed to help HR, mobility, and tax professionals navigate today’s most common mobility challenges with greater confidence.