Leading as a global employer – Considerations in setting the policy

In the world of global mobility, it is essential that organisations develop and implement effective global mobility policies. This allows both the employee and the employer to understand their respective responsibilities surrounding the implications of traveling to, and working in, another country.

Some of these responsibilities can include:

The length of the assignment
Compensation packages
Relocation support
Tax equalisation adjustments
Family assistance
Travel or relocation benefits

A well-drafted policy can assist the employer to assess the value of their global mobility activities by clearly setting out the costs, risks, and benefits.

In this short video, two of RSM’s Global Employer Services’ leaders, Joanne Webber of RSM UK and Frank Casciaro of RSM Canada, discuss how organisations can work with their human resources, payroll, tax and legal experts to develop global mobility policies that consider the needs and requirements of the employee and the employer.

The discussion also covers the critical components of assignment planning and structuring, as well as the different types of global mobility policies that organisations have in place. These vary depending on the size of the organisation, the different roles of its global employees, and the business objectives being supported by the global mobility programme. Finally, Jo and Frank provide insights on how global mobility policies have changed in the last two years, as the range of hybrid, remote and other working options continue to evolve.