Global Mobility - HReset

When hiring from countries where it is difficult to either open your own entity or Employer of Record is not available. Or maybe it is a company policy to maintain staff in a single country.
It those mentioned cases the only way to tap into global talent pool is to relocate the chosen talent to a country your company resides.
GOT's Global Mobility and other recruitment services are provided by our partner company HReset.

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EUR 375.00
MONTHLY

Final monthly price varies based on the specific services chosen.
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Relocating an individual to become an employee in a foreign country where your company resides involves navigating a multitude of complexities.

Global Mobility services are served under a global hiring services, EOR and PEO.


PEO

We're outsourced as your HR department and help you handle talent employed by your foreign entities.


EOR

We facilitate the hiring of your foreign employees through our global network of entities.


Here’s an overview of the challenges involved:

  1. Immigration Laws and Visa Requirements: Each country has its own immigration laws and visa requirements for foreign workers. Understanding and complying with these regulations is essential to ensure the legal entry and employment of the relocated individual.
  2. Work Permits and Residency: Securing work permits and residency status for the relocated individual may require extensive documentation, proof of employment, and sometimes sponsorship from the employer. Delays or complications in obtaining these permits can disrupt relocation plans.
  3. Tax Implications: Relocating individuals may face tax implications both in their home country and the host country. Understanding the tax obligations, potential tax treaties, and implications of dual taxation is crucial to avoid legal and financial complications.
  4. Housing and Logistics: Finding suitable housing, arranging transportation, and managing logistical details such as banking, utilities, and healthcare in a new country can be challenging, especially for individuals relocating with their families.
  5. Employee Benefits and Compensation: Ensuring that the relocated individual receives fair and competitive compensation, benefits, and relocation assistance is essential for attracting and retaining talent. This may include considerations such as cost-of-living adjustments, housing allowances, and tax equalization.
  6. Legal Compliance: Compliance with employment laws, labor regulations, and employment contracts in the host country is critical to avoid legal disputes and liabilities. This includes adhering to local employment standards, workplace safety regulations, and discrimination laws.

Overall, relocating an individual to become an employee in a foreign country requires careful planning, coordination, and attention to legal, logistical, cultural, and human factors to ensure a successful transition for both the employee and the employer.

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    Frequently Asked Questions

    Quick answers to common legal inquiries regarding hiring employees internationally.

    What are the legal risks associated with global mobility?

    Legal risks can include non-compliance with immigration laws, tax laws, labor laws, data privacy regulations, and employment contracts, as well as potential disputes related to discrimination, harassment, or wrongful termination. Employers should implement robust policies and procedures to mitigate these risks.

    Why do companies relocate employees?

    Companies relocate employees for various reasons, including business expansion, talent acquisition, project assignments, skill development, and organizational restructuring.

    What are the different types of employee relocation?

    Employee relocation can take various forms, including domestic relocations within the same country, international relocations across borders, short-term assignments, long-term transfers, and permanent moves.

    What support do companies typically offer for employee relocations?

    Companies often provide support such as relocation assistance packages, including moving expenses, temporary housing, transportation, spouse/partner support, language training, cultural orientation, and assistance with immigration and visa processes.

    How does the relocation process typically work?

    The relocation process typically involves several steps, including assessing the employee's needs and preferences, planning and coordinating logistics, arranging transportation and housing, providing necessary documentation and support, and facilitating a smooth transition to the new location.

    What are the legal considerations involved in employee relocations?

    Legal considerations may include immigration and visa requirements, employment contracts, tax implications, compliance with labor laws in the destination country, and any regulatory requirements specific to the industry or location.

    What are the challenges associated with employee relocations?

    Challenges may include cultural adjustment, family concerns, language barriers, logistical issues, tax complexities, legal compliance, and the impact on employee morale and productivity.

    How can companies mitigate the risks associated with employee relocations?

    Companies can mitigate risks by conducting thorough pre-relocation assessments, providing comprehensive support and resources, addressing legal and compliance requirements, offering cultural training and support, and monitoring the relocation process to address any challenges proactively.

    Are there any tax implications for companies and employees involved in relocations?

    Yes, there may be tax implications related to relocation expenses, housing allowances, international assignments, and other benefits provided to employees. It's essential for companies and employees to understand these implications and seek advice from tax professionals to ensure compliance with relevant tax laws.

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