GTN Mobility Tax Blog

Technology, growth in remote work, and global opportunities are empowering more and more people to take jobs across international and domestic borders. But as you award your cross-border employees with equity-based compensation, your tax compliance risk may be skyrocketing.

Luckily there are ways to navigate these mobile equity challenges while keeping your company and employees tax compliant.

Happy New Year! As most of us do, the start of a new year usually brings resolutions for making positive changes in one’s life. Changes that relate to diet, exercise, discovering a new hobby. This year, when making your 2022 resolutions, consider including one of eating more plant-based meals in your diet.

The definition of the “future of work,” specifically within the global mobility space, continues to evolve. And with shifting remote work trends and new developments for how and where employees work, corporations need to understand how to navigate this new landscape to ensure tax compliance and avoid unnecessary risk. For some businesses, the future of work will allow a number of employees to work from (almost) anywhere they choose. For others it may be a hybrid approach, where some employees will work in an office and others will work remotely. But no matter how you define the future of your company workforce, there will exist the need to prepare for and manage the ongoing tax risks associated with these employees.

Replace single-use plastics with reusable items. Switch to LED lightbulbs. Turn off appliances and lights when not in use. So many tips on what you can and should do to “go green.” And a quick Google search on “tips for going green at home” will produce endless pages of tips and recommendations for making your life more environmentally friendly. Tips and recommendations are great, but the act of putting them into practice is what truly makes the difference. In a short sustainability blog series, we will share stories from several GTN employees who have prioritized sustainability by altering their lifestyles and adopting climate-focused habits.

Over 55 years ago, scientists introduced the “greenhouse effect.” In November 1965, the Environmental Pollution Panel along with the President’s Science Advisory Committee issued a report called, “Restoring the Quality of Our Environment,” that pointed out how increasing temperatures in the atmosphere was occurring due to the buildup of carbon dioxide. The phrase “global warming” (i.e., climate change) was coined a decade later when the issue of a warming climate began to reach a larger audience.

Now, as the effects of climate change are felt by more than just the scientists, individuals around the world are urging corporations to step in. Workforces yearn for their employers to be environmentally, socially, and culturally thoughtful. In this article, we will explore the principle of sustainability and how the global mobility department can not only participate but take the lead in creating change within their corporation. Below we highlight both short- and long-term goals you can create for your global mobility program along with potential resources to help make these goals a reality.

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.