International Assignment Planning
Leverage our 25+ years of expertise to structure your expat employees’ overseas assignments with robust policies, processes, agreements and documentation
Leverage our 25+ years of expertise to structure your expat employees’ overseas assignments with robust policies, processes, agreements and documentation
Our team of experts will guide you on the most optimised secondment structure to navigate seamlessly through the entire assignment cycle, while ensuring flawless execution of employer and employee obligations
Well documented policies, defined assignment benefits and obligations for different assignment durations
Effectively manage home entity’s compliance exposure in the host country
Documented demarcation of responsibilities between home entity, host entity and the expat
Help your expats stay compliant with immigration, social security and taxation compliances
Secondment of executives to related or group entities overseas, for execution of a new project or global expansion
Assignments not confined to any specific location. Projects executed remotely from any location with due consideration to compliances and expat safety
Expat Orbit’s host and home specific teams, helps you in planning, designing, and deploying a thought through assignment structure
Leveraging the pool of experienced tax professionals aided by immigration and labor law experts, we support in holistic management of home and host compliances for expats and the employers
We draft a well rounded mobility policy categorising assignment types based on factors such as assignment duration, host location, cost of living indexes, benefits and perquisites, accompanied family members, payroll location, taxation, immigration and social security obligations
To ensure water tight adherence to all regulatory requirements and clarity on secondment terms, we draft secondment letters, inter-company agreements and local employment contract issued by host entity to the expats, along with other required documentation
Yes. While seconding employees overseas, many organisations miss evaluating essential regulations related to immigration, taxation, social security, employment, and corporate laws applicable at the host jurisdiction. More often, after deploying executives overseas for a significant period, organisations notice planning lapses, which may open a pandora box of non-compliances, fines, and penalties at the host jurisdiction
During an overseas assignment, if the payroll cost of an assignment is ultimately borne by the host entity by way of a cross charge or actual pay-out and the host entity controls and supervise the assignee and participates in his performance evaluation, it shall be regarded as an economic employer while the legal employment may still be retained by the home entity
While determining payroll arrangement, the first step would be to evaluate host specific regulations. Some countries necessitates payment of salary in local currency, in such cases having a host or split payroll would be necessary. Other factors such as duration of assignment, expat’s financial obligations in the home country, currency fluctuations etc could help in determining whether to retain home payroll or shift to a host payroll.