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Traditional long-term moves are declining in favor of a variety of business travel approaches and mobility options that better fit organizational strategy and employee needs. Supported through a frictionless, consumer-level experience, these approaches can boost compliance and speed to deployment.
Our integrated mobility services — covering tax, social security, equity withholding and global compensation — can help you move talent across the globe with minimum delay and inconvenience.
In a virtual assignment, the employee works temporarily from a country other than the country to which they are providing the services.
For example, a Dutch employee carrying out a task remotely from the Netherlands on behalf of a customer in France.
Or a German employee carrying out a task remotely from home in Spain on behalf of a Brazilian subsidiary of his Dutch employer.
A virtual assignment can have many advantages over a traditional assignment where the employee travels or even relocates to the host country to take up temporary work. It can reduce assignment costs, mitigate immigration obstacles and family challenges, and expand the employer’s talent pool and flexible workforce.
However, virtual assignments can also trigger far-reaching repercussions, including income tax and payroll compliance issues and permanent establishment implications.
In this Week's Webinar, Jelle Romeijn will take you through the Concept of the "Virtual Assignment" from a personal and corporate income tax perspective and explains its potential implications for the parties involved.
This is a complimentary webinar for members of the Expatise Linkedin Learning Platform.
Registration via firstname.lastname@example.org