GTN Mobility Tax Blog

As businesses expand their reach across state and international borders, the tax implications of having employees travel for work becomes increasingly complex. Companies often require employees to travel for work assignments, projects, or meetings, which can inadvertently create tax reporting, withholding, and filing obligations that many organizations overlook. Surprisingly, even a short business trip lasting just a single day can potentially trigger tax compliance requirements in the visited jurisdiction.

Has this happened to you? Your company has a mobile workforce spread out over multiple jurisdictions, and you realize you need help with the mobility tax complexities that come with having employees working outside of their usual location. So, you reach out to a well-known, large accounting firm offering an impressive list of services, technology, and experts, and who may already be providing corporate tax services to your company. 

This article was originally published in HR Daily Advisor.

Taxes can be intimidating, time-consuming, and confusing for any employee. But tax complexities shoot through the roof for international employees, business travelers, and remote workers.

Here are the reasons taxes are so tricky for mobile and remote employees, along with the secrets to communicating tax matters effectively.

In the face of revenue shortfalls, the Israeli tax authority has recently focused its efforts to crack down on tax evasion by going after Israelis who have left the country without properly breaking tax residency. Although these rules and collection efforts are not new, this new compliance initiative highlights the critical importance for Israeli residents and their employers to understand the tax implications of relocating outside of Israel. Through education and proactive tax planning, unexpected scrutiny and surprise tax bills can be avoided.

In the ever-evolving landscape of global mobility, the traditional landscape of long-term assignments has given way to a rising prevalence of permanent transferees. However, many companies have not established a formal mobility tax program for permanent transferees. Instead, a typical approach is to simply provide a cash stipend to the permanent transferee with the suggestion to use the funds to find a local tax provider to help them with their tax matters in their new country.

This article was originally published in Spiceworks.

Starting in May 2024, the US Securities and Exchange Commission’s new, shorter settlement cycle kicks in—and it could leave businesses scrambling. HR, payroll, tax, and equity teams will have one fewer day to deliver shares and manage the related equity compensation tax implications. Plus, when the settlement window is shortened, it will focus more on the complexity of managing a mobile workforce. 

However, these new settlement cycles could serve as the wake-up call businesses need to jump-start much-needed technology upgrades. Why is the SEC’s rule so important for companies that offer equity compensation, and how can technology protect against tax violations, lost compensation, and burnout in this new environment?