The choice to send an employee abroad is not neutral.
This decision is likely to have significant administrative, legal and budgetary consequences.
The implementation of coherent and harmonized international mobility policies within an organization is therefore unavoidable.
It also makes it possible to provide a consistent answer to the requests of the employees concerned (expatriation conditions, duration of the assignment, calculation of compensation, career management, number of return trips to France per year, etc.) and to consider departures from a global career and skills management perspective.
A certain number of questions need to be anticipated, depending on the type of assignment abroad and the countries concerned (EU zone or outside the EU zone in particular): what form of contract to adopt depending on the nature and duration of the assignment, what benefits and compensation package to apply, how to manage differences in living standards or taxation, etc.
The emergence and generalization of more flexible forms of work also means that there is a need to carry out an in-depth reflection upstream to define a coherent framework.
Majorelle Mobility’s lawyers and their tax partners will assist you in the elaboration, drafting and implementation of international mobility policies with the aim of securing the transfer of your employees and controlling the costs related to these transfers.
We also assist you in auditing your practices and identifying risk areas, to provide you with guidelines to secure your procedures and optimize the financial impact of your employees’ mobility.
We assist you in structuring your compensation policies according to the countries in which employees will carry out their missions and according to their profiles (senior executive, manager, mobility with or without family, long or short term, etc.). We work with you to develop a coherent and optimized compensation policy.
We inform you about the impact of the exchange rate on the salary, the amount of local taxes, the level of social security contributions or the cost of living differential in terms of housing, food, transport etc. We assist you in developing health and welfare coverage for employees transferred internationally.
Finally, we help you to select the service providers necessary for the success of your employees’ mobility (training, especially language or intercultural management training, international relocation, international driving license, spouse support, relocation, pre/post departure assistance).
Comments are closed.