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Whether you’re a tech start-up expanding into another country for the first time, an established multinational or a private equity firm preparing to acquire part of another company, you need to know your options for employing workers across borders.
Whether you’re thinking about international expansion for the first time or are experienced at maintaining operations in multiple countries, there’s a strong chance you’ll benefit from this comprehensive review of cross-border considerations.
Multinationals everywhere have embraced remote work, but the practice comes with risks, particularly if you pay workers across borders. With remote work, your organisation may trigger compliance obligations related to corporate tax, social security, work permits, insurance, data transfers and more. You may also need to revise your compensation and other policies.
On 24 December 2020, just days before the end of the Brexit transition period, British and European Parliaments ratified the EU-UK Trade and Cooperation Agreement.
Singapore employers must report their employees’ remuneration in accordance with the country’s Income Tax Act. Unfortunately, reporting income is not always a straight-forward exercise, particularly when an employer has implemented comprehensive employee-compensation programmes.
“Nobody got fired for hiring IBM,” is an old saying that speaks to corporate risk aversion and the importance of reputation when choosing a vendor, among other things.
If your organization sends employees abroad, you need to understand what a shadow payroll is and how it works.