At the same time as employers are facing an ever-increasing pressure on their cost base and the challenges emerging from a post-COVID world, tax authorities around the world are tightening their grip on compliance and promoting inter agency cooperation at a pace not seen before.
Internationally, a new model is emerging, where staff with critical skills may be based anywhere in the world leading to increasingly complex mobility and employment arrangements. This only intensifies the challenge of managing fast-changing government requirements in areas such as tax, social security, and immigration law. Our experienced team has a global reach and can ensure both employers and employees remain compliant, for remote workers, frequent business travellers, permanent transfers, local hires, virtual assignees and traditional cross border assignees.
In an increasingly globalised world, companies need to have access to the right people and skills at the right time.
Having a global footprint can often mean moving the task to the worker rather than moving the worker to the task. However, achieving this often means overcoming the complexity of managing teams in multiple locations. Flexibility is key to success and this is how we approach the task of finding the right solution for our clients.
We know there are many factors driving the decision to work with cross-border solutions. Understanding what lies behind these decisions helps us tailor our support to achieve the best results possible.
We build lasting relationships with clients, placing a high value on the quality and practicality of our advice as well as transparency and fairness in our client interactions.
Our global mobility specialists provide access to a worldwide network of experts in areas including tax and social security, immigration, risk assessment, global payroll management and HR policy.
Our cloud-based technology platform, 'Track Global', is a tool to help employers track their business travellers, and ensure compliance with tax, social security and immigration regulations.
Employees submit travel requests in a secure app-based portal, with their travel data used to produce risk assessments and alerts to enable employers to manage their compliance risks and plan for future travel.
If you would like to know more about our global mobility and technology solution services, please contact us using the form below today.
In response to the Chancellor's announcement regarding the abolition of the non-domicile regime and its replacement with the Foreign Income and Gains (FIG) regime, companies must reassess their approach to managing Internationally Mobile Employees (IMEs) moving to the UK.
When employees of overseas branches of UK insurance companies makes business trips to work in the UK, or otherwise host STBVs, in the first instance PAYE income tax should be applied to 100% of their earnings in real time.
When UK employers host short-term business visitors (STBV) from abroad, they often create tax, social security and immigration compliance obligations for the business, even though the employees may spend relatively little time in the UK and UK PAYE income tax may not be payable on their earnings.
In the 2024 spring budget, the chancellor announced that from 6 April 2025 the remittance basis of taxation for non-domiciled individuals will be abolished and will be replaced by a Foreign Income and Gains (FIG) regime.
What is the issue? How are these employees taxed at the moment? And what is our opinion?
It’s up for debate. The surge in remote work has sparked discussions about a fair allocation of taxation rights between countries in respect of the employment income Article based on the current UN Model Convention.
With an unpredictable economic climate and a harder line from some businesses on working from home, what is the future of remote work and how can employers overcome the challenges in managing regulatory compliance and the retention and recruitment of workers?
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