GTN Mobility Tax Blog

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.

Hosted by MWC  |  For corporate mobility professionals only

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) is hosting a corporate-only webinar designed to help HR and mobility professionals tackle these challenges head-on.

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 are teaming up to host a three-part webinar series this summer, 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 are designed to help HR, mobility, and tax professionals navigate today’s most common mobility challenges with greater confidence.

Tax equalization is a policy widely used by companies with mobile employees. At its core, tax equalization is a mechanism to ensure that an employee is neither better nor worse off financially, from a tax perspective, for having accepted an international assignment. However, there are many misconceptions about what exactly it means to be “tax equalized.” One common misconception is that implementing the policy will automatically result in high company costs and administrative burdens.

An offer to take on an international assignment is often seen by employees as both a vote of confidence from their employer and a valuable opportunity for career growth. Though both are true, it’s also important to look beyond the professional benefits and consider the logistical, financial, and regulatory implications involved—particularly around immigration, tax compliance, and compensation across both the Home and Host countries.