Global Mobility

Support HR managers and their employees with the tax and social security actions for all their international moves. This could range from extended business trips, assignments and relocations.

For example,

• a HR contact wanted to discuss how to set-up a 2 year assignment for an employee from UK to US.
• I helped the HR manager to understand the costs of the move using different "what if" scenarios.
• Helped with setting the gross pay and allowances and the impact on the net pay for the employee.
• HR and finance then signed-off on the costs. 
• Tax briefings and registrations in home and host locations were then carried out so that the employee was aware of the tax impact of their move and estimates of net pay.
• I supported the employer on UK and US payroll adjustments and social security certificates of coverage.
• Finally, I arranged for home and host tax returns to be filed.
• Once the assignment ended, all repatriation tax and social security processes were carried out to reintegrate the employee back into their home country and support the employer to update payrolls.

My support lead to a happy employee and a happy HR manager!

Remote Working

Working with companies where they have employees working remotely in another country.

For example, a Belgian-based company had an employee living in the UK but working between UK and Belgium on a regular basis.  I helped to set-up the UK payroll to ensure the Belgian employer is compliant and worked alongside the Belgian payroll team and the personal tax adviser to ensure a consistent approach was being taken and we were able to make use of the UK/Belgian double tax treaty to avoid paying tax twice.

Hiring New Employees

Support to companies to understand their tax and social security obligations where they are thinking about taking on a new member of staff to work remotely in another country.  This would enable the company to understand the additional cost of taking on a new member of staff in that country.

For example,

• a UK company wanting to take on a new member of staff who happens to live in France.
• I helped the company to understand what their employer tax, social security, payroll and legal obligations would be which included the company needing to set-up a French payroll as the company and employee needed to pay French social security. 
• A key part of this was to help them to understand the employer costs not only for social security but understand the impact on employment law and admin needed if they were to hire this employee.
• In this case the costs were significantly higher than hiring an employee in the UK. 
• The CEO was able to make a decision to go ahead as the candidate was a perfect fit but she was able to do so knowing the costs at the outset.

Non-resident directors

Working with UK and overseas companies to help them to understand the tax and social security impact of their directors working patterns.

For example, working with a Swedish company to help them to understand their UK tax and social security obligations for two of their directors who were living and working in the UK.