GTN Mobility Tax Blog

This article was originally published in Corporate Compliance Insights.

As remote work continues to charge full steam ahead, digital nomad visas are popping up at an increasing rate around the globe. These visas allow remote employees to legally conduct business from within countries abroad.

However, HR and other corporate leaders often misunderstand how these visas work — and how little they protect the company from additional tax liabilities. As more countries offer digital nomad visas, HR leaders need to ensure their employees aren’t ignoring the tax implications that arise out of remote work.

To protect against tax violations, fines, audits and reputational damage, HR leaders need to understand exactly what these increasingly popular visas cover and what risks they expose the employee and company to.

This article was originally published in TLNT.

HR professionals, mobility managers, and high-earning international employees have a tax problem – and it’s only getting worse. As return-to-office mandates potentially start to wind down, many experts expect remote work to increase.

However, most business leaders and employees aren’t prepared to handle the tax risks this upswing in global mobility triggers. But failing to prepare could ruin business reputations, overwhelm HR departments, and create surprise tax obligations.

So how can CHROs and other HR professionals begin to navigate global taxes for international employees? Fortunately, there are plenty of steps leaders can take now to avoid tax violations in the future.

Navigating the complex landscape of global mobility tax compliance is no small feat for HR and mobility program managers. From understanding intricate tax treaties to managing the tax implications of your cross-border employees, staying informed is crucial to effectively oversee a company’s mobile workforce. At GTN, we strive to provide clarity and in-depth insights into the most pressing issues faced by mobility professionals.

In an ever-evolving global landscape, staying informed about mobility tax is crucial for HR, global mobility, and global tax professionals. This summer, AIRINC and Global Tax Network joined forces to bring you a comprehensive three-part webinar series designed to keep you at the forefront of mobility tax developments.

In recent years, there has been a growing trend of self-initiated global mobility moves, where employees relocate internationally with little or no company assistance. These types of moves, often referred to as "off program" or "self-requested," present unique tax challenges for both the employees and employers involved—especially when HR managers and companies are trying to balance cost considerations with their duty of care to employees.

This article was originally published in Corporate Compliance Insights.

Business travel is once again raging and is mobilizing the already travel-happy workforce even more. The Global Business Travel Association expects global business travel spending to overtake pre-pandemic levels, reaching $1.4 trillion this year. It also predicts it will accelerate to $1.8 trillion in the next three years.

This resurgence in business travel adds to a remote workforce that’s more active than ever, with 58% of employees now saying they have access to some type of remote work option.

However, international and remote work often creates complicated tax situations, inviting a long list of new compliance risks. All the while, members of the mobile workforce are largely unaware of the tax and compliance risks they’re putting on themselves and their companies by participating in remote or international work.