GTN Mobility Tax Blog

Equity income is a key compensation component as organizations seek to attract, motivate, and retain talent. Stock options, restricted stock units, and other equity-based awards are designed to align employee interests with long-term business performance and are increasingly offered to a broad range of roles and geographies.

At the same time, the way (and where) employees work has changed. Remote and hybrid arrangements, short-term business travel, and cross-border assignments mean that equity awards are often no longer easily attributable to a single location. This creates employer and employee challenges.

Are you satisfied with the responsiveness of your current global mobility tax provider? Do you have access to seasoned professionals who deliver practical, actionable guidance? Are you receiving timely communication and clear visibility into your mobility program? If you answered “no” to any of these questions, it may be time to evaluate whether your current provider is still the right fit for your organization.

When an employee accepts a long-term international assignment or permanent relocation, one of the biggest personal and financial decisions involves their housing considerations. Should they sell their home? Rent it out? Leave it vacant?

For HR and mobility professionals, these decisions go beyond the employee’s personal situation. They affect tax exposure, policy design, and program costs. A well-structured global mobility housing policy that outlines housing responsibilities can reduce employee stress, improve compliance, and support a smoother assignment experience.

Below are key policy considerations and practical guidance to address housing in today’s global mobility programs.

As companies continue to expand globally, they are placing greater focus on optimizing their business objectives and employee development. Many are reassessing the costs, benefits, and overall impact of their relocation strategies, while looking for effective ways to move talent across borders. 

Traditional global mobility assignment structures remain essential tools for achieving these goals. The three most common global mobility assignment structures are long-term assignments, short-term assignments, and permanent (or one-way) transfers. Each provides distinct advantages depending on the organization’s priorities, timelines, and talent needs.  

Globalization has entered a new era, one where even well‑established companies may suddenly find themselves navigating unfamiliar international territory. For HR professionals, these shifts tend to move rapidly from long‑term strategy to urgent operational action.

Busy season is here. And at GTN, that means tax forms, deadlines, and a little extra facial hair and flair.

GTN’s 13^th annual Beards and Braids for Busy Season (BBFBS) campaign is officially underway, and once again we are turning a demanding time of year into an opportunity to do some real good.BBFBS is more than a tradition. It is a chance to come together, have a little fun, and make a meaningful impact in the communities we serve.