In the modern work environment, employees are increasingly driving the terms of where and how they want to work. Accommodating such flexibility can clearly lead to higher levels of employee satisfaction, but carries risks around tax, social security, and immigration, especially with the rise of “digital nomads.”
Traditional long-term assignments are giving way to shorter trips, permitting a more diverse group of employees to move. Though shorter moves usually mean smaller risks, understanding and managing them is vital.
Assess the purpose of the move, considering both employee happiness, career development opportunities and business impact 📊.
Set principles 📜 to guide decisions on move requests, including criteria like no-go countries🚫🌍, different rules for move lengths, and responsibilities for various expenses.
Define who is responsible for what 📌, from work permits to record keeping 📋.
If a move is important to the individual but you cannot accommodate it in the way requested, are there things you can change like duration, role or even location? 💡
📢 Keep people in the loop, let them know what they are responsible for (and not). Make sure they understand the implications of changing their role or staying for a longer time than that which was approved, or for entering a country without the right visa.
If you know that it is going to take you 8 weeks to get a work permit for someone, start as early as you can to make sure that you have the best chance of success ⏳.
Know the mandatory provisions for workers in different locations⚖️. Will they acquire any rights that you need to know about?
If an employee cannot work lawfully somewhere, be firm 🚫.
Ensure a safe working environment for the employee.
Track and monitor where your people are and how long they have been there 📅. What paperwork is coming up for renewal? Are they nearing a critical day count that might make them resident somewhere?
Working overseas might seem like a great idea at first – but if employees are always on their own with limited contact with an employer or colleagues, they can quickly become isolated and feel unconnected with their company. 💬 Making sure you have scheduled contact points is important and can be key to the success of a move. Have clear line management and appraisal responsibilities.
Being compliant from an immigration and tax/social security aspect is critical, yet knowing the idiosyncrasies of the rules in each country is challenging and costly at best if you get it wrong.
International mobility has undeniable benefits 💼🌍, but being aware of the various risks and planning accordingly is essential for success. By focusing on these 12 key considerations, companies can enjoy the rewards of global talent management while minimizing potential pitfalls ⭐.