GTN Mobility Tax Blog

The modern workforce is a mobile one and has expanded beyond the traditional short- or long-term assignment. Today, mobility includes a variety of work arrangements such as remote and hybrid work, as well as short-term business travel. This shift has provided greater flexibility in how and where employees work, allowing organizations to access a wider talent pool and operate more efficiently across different locations. However, with increased flexibility comes the challenge of navigating complex reporting and filing requirements to avoid financial, legal, and reputational risks.

On 30 October 2024, Chancelor Rachel Reeves presented the UK budget, which included significant changes to the tax regime for non-domiciled individuals. Specifically, the budget proposed the abolishment of non-domicile status and creation of a new residence-based test known as the Foreign Income and Gains Regime (FIG). As outlined, the new FIG regime will be effective 6 April 2025, greatly impacting the tax situations for individuals moving to or from the UK.

Global mobility programs are a win-win solution for both your company and your mobile employees.

In today’s rapidly evolving global economy, technology has made it easier to work across different time zones and borders. This connectivity allows seamless collaboration with colleagues worldwide. However, it also means that tax and immigration authorities can more effectively monitor and enforce compliance.

In our globalized business landscape, international assignments remain a cornerstone of talent management strategies. And the responsibility for HR and mobility program professionals to orchestrate seamless transitions for employees stepping into roles on foreign soil is pivotal. The success of these endeavors hinges on a multitude of factors, including strategic planning, resource allocation, and policy implementation.

COVID-19, current travel restrictions, and government and business shutdowns have certainly made it difficult for many mobile employees to carry out “business as usual.” This can be particularly true for employees that were on a short-term or long-term assignment prior to COVID-19. Because of safety considerations or travel restrictions, two common scenarios that have emerged from the COVID-19 pandemic include:

UPDATED: February 7, 2020 

On January 31, 2020 the UK left the EU and has entered into an 11-month transition period. Now that this departure has taken place, it is a good time to carefully review the impact this will undoubtedly have on employees assigned to the EU.