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UHY GLOBAL AUGUST 2021 ALL AROUND THE WORLD


GLOBAL IMMOBILITY


If anything typifies the growth and complexity of a globalising world, it is the multinational dimension of business and its international workforce. Mobile labour represents a unique human resources challenge –even before Covid. The coronavirus pandemic has served to question global mobility of labour in unprecedented ways, highlighting the human issues of travel bans, quarantine, repatriation and working from home, inside or outside the host country. At the same time, the challenges faced by administrations and employers regarding tax, social security, mandatory disclosure, immigration and labour law have also been brought into a sharper focus. NEW SOLUTIONS Even before Covid-19, old rulebooks were blowing away on the winds of change as businesses reviewed the most effective approaches to mobility. Many traditional models for ‘sending our people abroad’ had become uncompetitive, based on inflexible long-term or permanent overseas assignments regardless of alternative workforce deployments. Many were slow to recognise the opportunities for diversity and career development in a more inclusive approach to talent management. In their place – especially post-pandemic – we are likely to see more flexible and agile labour solutions to international expansion and operations requirements. Solutions that take into account changing attitudes towards work-life balance, redefined by a millennial workforce which is travel-savvy and plugged into the connected world more than any previous business generation. Technology is enabling a host of alternative working practices, and opening up a new wealth of analytic data for corporate HR strategists. International ‘gig’ exponents and ‘digital nomads’ – versatile portfolio workers supplying cross-border project management for multiple clients – work wherever they can be online, and numbers are increasing. MANY CHALLENGES While a dynamic new future for international workforces is on the horizon, many issues for employers have become more complex. Strategic, financial and people challenges combine to create headaches for many businesses – both those managing existing overseas personnel, and those planning expansion into new territories. The rise of protectionist national governments is also impacting rules on immigration and residency. Harsher tax regimes mean that chief financial officers or their accounting service providers must stay on top of what is required for compliance with local legislation. Ongoing lockdowns and recession continue to impact expansion in many sectors, but globally mobile workforces will still be a key ingredient for existing multinational enterprises and those targeting new international investment. EMERGING ECONOMIES Being present in an emerging market brings its own mobile labour challenges. For example, it is not unusual for emerging economies to lack an expatriate infrastructure. Transport networks, healthcare provision, housing, security are taken for granted in more developed economies, but may prove harder to rely on in new markets. While English is the international language of business, many nations will not have embraced it socially and this may prove a new barrier to overcome, for foreign assignees – even millennials. The lessons are clear: mobility packages must be rigorous as well as attractive. Reward and incentive will go so far, but an employer’s duty of care remains top of the list – helping workers to settle in; ensuring the best medical access possible; robust financial and accounting support; and most importantly an evacuation process in case of a medical, environmental or political emergency. These have been tested by the pandemic, and it is clear that there is still much to do. UHY IN THE GLOBAL MOBILITY SECTOR As well as having tax and accounting specialists in over 100 countries, providing essential local expertise to international businesses, UHY member firms can also provide specific answers to your global mobility questions on expatriate taxation, payroll, social security, labour law, disclosure and filing. UHY colleagues are used to working together across borders to support international clients. In times of change and crisis, it makes sense to consult the experts. GLOBAL MOBILITY CHECKLIST According to Maarten van der Steen (pictured, right), global mobility and payroll tax specialist at UHY Netherlands, there are many potential fiscal and compliance challenges in the seemingly straightforward employment of people outside their country of origin. “For employers considering workforce mobility strategies, or even a modest overseas deployment, it is best to seek expert help – there are many things that can trip you up. Tax, immigration and registration requirements, social security, labour law, to name a few. It is essential to keep up to date with legislation, to budget and structure your project thoroughly, and to optimise your project spend and the remuneration, financial and physical welfare of your employees.” Here is where Maarten believes employers should seek specialist advice: Deploying staff overseas in start-ups, or established operations Integrating overseas staff into a home business unit Assessing risks relating to PE (permanent establishment) Managing your first international assignee as part of your international expansion Understanding people-related issues when expanding into a country for the first time Evaluating established international assignment programmes Reviewing the challenges associated with short-term business travellers As part of the UHY network, Maarten works with UHY colleagues across the world. Contact: steen@govers.nl


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