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.
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Author Gina Chang, EA
Gina has been with GTN since 2011 and currently serves as Senior Manager. She has 17 years of experience in the world of international tax preparation and consulting. She enjoys working with companies with growing mobility programs and assisting clients in setting up successful processes for their newly established programs. Gina always finds the opportunity to teach those not familiar with the expat world to be very fulfilling.
Picture this.
In order to attract and retain the best talent, your company has made the decision to continue to allow employees to work from home indefinitely.
To you, the HR Manager, “home” means employees must work from the address on their paycheck, but to the employee, “home” just means they can work remotely from anywhere they choose. And some have chosen to work in another state while others have chosen to work in another country.
Your mobility tax provider has informed you that when your remote workers work outside of their Home jurisdiction, they are potentially creating reporting and withholding tax risks and compliance requirements for both themselves and the company. You now realize you need to know exactly where everyone is working so you can begin to address any potential compliance risks.
Duty of Care and Steps to Take to Protect Your Remote Employees – a Global Tax Perspective
on July 14, 2022
| By Gina Chang, EA
|
Global Mobility,
Global Mobility Program,
Duty of Care,
Remote Workforce,
Employee Experience
As the future of work continues to evolve, providing a “positive employee experience” is top of mind for companies. While some organizations have gone back to in-office working arrangements, many have retained a full or partial remote workforce culture. These businesses see the provision of a flexible workplace as critical to not only retaining key employees, but also in recruiting top talent to fill essential job duties. And while this incentive is a benefit for the employee and employer, there are important duty of care responsibilities that need to be considered when you have a remote workforce.
