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    Author Gina Chang

     
    Gina has been with GTN since 2011 and currently serves as Senior Manager in GTN’s Pacific region. 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, always finding the opportunity to teach those not familiar with the expat world to be very fulfilling. +1.650.485.4201 | gchang@gtn.com
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    Remote Workforce Best Practices for Overwhelmed HR and Mobility Managers

    Picture this.

    Due to COVID-19 and the sustained impact, your company has made the decision to continue to allow employees to work from home going forward.

    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 for the next several months, while others have chosen to work in another country.

    Your mobility tax provider informs you that your remote workers are potentially creating reporting and withholding tax risks and compliance requirements for themselves and the company when they work outside of their Home jurisdiction. You now realize you need to know exactly where everyone is working so you can begin to address any potential compliance risks that are arising.

    Questions an Employee Should Ask Before Accepting an International Assignment

    An employee is likely to see an offer of an international assignment as a vote of confidence from an employer and an opportunity for career advancement. However, there are a number of questions the mobile employee should ask of his or her employer prior to accepting the international assignment, especially when it comes to questions related to regulatory requirements (e.g., immigration, tax compliance) and compensation and benefits issues in both the employee’s Home and Host countries.