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    Communicating Tax Matters to Your Mobile and Remote Employees

    Let’s face it, many people find taxes to be intimidating, time consuming, and confusing—why else would so many people procrastinate when it comes to filing their taxes? Then, add in the intricacies when taxpayers are dealing with multiple taxing jurisdictions—due to an international transfer, international assignment, business travel, or even remote work—and the complexities skyrocket. When employees are working outside of their Home location, delivering timely communications can go a long way in managing risks and providing an exceptional employee experience—helping you retain top talent and providing essential duty of care to your workforce. Below, we outline key items you should be discussing with your remote workers, business travelers, and/or international transferees or assignees.

    How to Build a Business Case for Remote Work and Business Travel Services

    As remote work requests continue to roll in and the future of work is one that embraces a mobile workforce, C-suite executives are pushing to offer remote work as a valuable incentive to retain and attract talent. While a drive to offer this employee incentive has already realized advantages for companies, it has also come with many challenges and compliance requirements that still need to be addressed.

    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.

    Tips for Aligning Equity, HR, and Payroll Teams to Manage Your Equity Compensation Program

    Managing a mobile workforce, especially at a time when many employees are remote, can be complicated. Throw in a number of those employees receiving equity or other long-term incentive compensation and the reporting and withholding challenges likely rise to the top of your “pressing issues” list. Making sure all departments align and collaborate is essential in your efforts to manage a successful equity compensation program.

    Solving Risk and Compliance Concerns for your Mobile Workforce

    While COVID-19 continues to impact the world of business travel, there are still many companies with mobile workforces. Essential business trips didn’t stop when the pandemic hit for employees who continued to travel due to the nature of their job responsibilities. And in the current world climate, “mobile workforce” now includes remote working, work from anywhere, and commuting—all of which have seen an increase in popularity during the pandemic. While these work situations may be somewhat temporary, there are still tax risks and compliance requirements that need to be addressed.

    What Does a Mobility Tax Services Firm Do?

    A mobile employee moving from their Home country to an overseas location usually discovers fairly quickly that their tax situation has become far more complex as a result of the move. If the employee is moving from a low-tax location to a country with a high income tax, that employee may be facing a major increase in tax liability as a result of the move. Additionally, the mobile employee may encounter tax issues related to the sale or rental of their home, moving expenses for state reporting purposes, state residency issues, and a number of other issues they may not be prepared to handle on their own.