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Global Mobility

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Global Mobility

Whether you’re sending your first employee abroad or maintaining existing operations in multiple countries, managing all aspects of global mobility – from visas to compensation and tax compliance to expat repatriation – only becomes more complicated as organisations grow. As a result, even large and established companies usually turn to third-party experts for guidance.​​

At Vistra, we have teams of advisers who can provide authoritative information and recommendations on all aspects of global mobility. Not only do we provide practical, actionable advice about compliance obligations, we also act as an extension of your HR, finance and tax teams. We give you everything you need to establish and maintain a global mobility programme that lowers your risks and helps you attract, retain and protect top talent.​​

Our services include developing global mobility policies around all relevant types of expat assignments, from frequent short-term business visits to long-term assignments as well as developing and implementing compensation schemes, such as tax equalisation policies, to protect expat employees against potential tax and cost-of-living increases. Our team of experts also provide advice on relocating expatriate dependents. We support across all required services from ensuring that income tax and social security obligations are understood and fulfilled in the home and host countries and obtaining visas and work permits, and providing advice on visa sponsorship to establishing shadow payrolls to ensure tax and social security compliance in the home and host countries.​

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Companies have always employed a contingent of remote workers abroad, including expatriates on long-term assignments, home office workers sent for temporary duties or local nationals with on-the-ground expertise.
For companies exploring the possibility of doing business in a new country, providing benefits to a handful of local employees can be a thorny issue, particularly when it comes to benefits that aren’t required by law.
When hiring a small number of employees in another country, many organisations use an employer of record, or EOR. The EOR firm hires the employees and manages their benefits, while the organisation manages the employees’ day-to-day responsibilities.
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