Global mobility programmes can include several services that need to work together.
Immigration requirements should be reviewed before an employee begins working in the destination country.
Mobility tax work also needs to be coordinated with payroll because changes in work location can affect withholding and reporting requirements.
A change in an employee’s country of work should be communicated to payroll teams before the assignment begins.
Relocation is only one part of global mobility. Immigration, tax, payroll and employment requirements also need to be considered.
A clear mobility policy can help companies apply consistent rules when employees move between countries.
EOR is one option within a broader global mobility programme, rather than a replacement for every mobility service.
A structured mobility framework helps prevent compliance issues, unexpected costs, and delays in employee deployment. It also gives HR and finance teams clearer visibility over workforce movement.
They help clients understand and follow immigration laws, manage work permits and visas, prepare documentation, and track expiry dates to avoid delays.
They coordinate payroll in local currencies, handle tax filings, manage social security, oversee reward reporting, and review remuneration packages. This gives companies accurate reporting across regions and reduces non-compliance.
Their experienced teams manage tax reporting, assignment costing, local benefits, and compliance checks. This allows companies to move employees abroad without facing unexpected tax liabilities or gaps in documentation.
Global Mobility Services help resolve these matters and support companies in retaining international talent. Clients can choose full mobility support to enable smooth hiring and cross-border movement for their workforce.
A company requiring only immigration support will have different requirements from one managing international tax, payroll, relocation and EOR services for employees across several countries.
It is also useful to check whether the provider can support employees throughout the assignment rather than handling only one part of the process.
Global mobility services refers to the process of moving employees across countries for work assignments. It covers tax planning, visa processing, payroll coordination, and ongoing support.
Employees may be taxable in both home and host countries. Workdays, double-tax agreements, and assignment type determine how filings are managed.
Shadow payroll is a parallel payroll in the host country to ensure correct tax reporting, even when salary is paid from the home country.
Costs may include visa fees, relocation expenses, tax filings, payroll processing, allowances, and assignment management charges.
Common issues include incorrect tax filings, missed shadow payroll, delayed visa renewals, double social security contributions, and incomplete documentation.
Tax equalisation keeps an employee’s tax liability similar to what they would pay at home. The employer covers any additional tax in the host country.
This depends on bilateral agreements. Some regions allow exemption from one system, while others require contributions to both.
Yes. Remote employees may still create tax, payroll, and immigration requirements for the employer.
Repatriation involves closing host-country tax filings, ending payroll registrations, cancelling permits, and shifting the employee back to home-country payroll.
An advisory team helps maintain compliance, manage documentation, and coordinate tasks across tax, payroll, and immigration without burdening internal teams.
A global mobility service provider helps companies manage the employment, tax, immigration, payroll and relocation requirements connected with international employees and assignments.
An Employer of Record employs a worker locally on behalf of another company. EOR services can be useful when a company wants to hire in a country without establishing its own local employing entity.
Companies can consider a global mobility provider when they have international assignments, overseas hires, cross-border business travellers, remote employees, expatriates or teams moving between countries.
Yes. IMC provides services covering immigration, tax, business travel, remote work, compensation and rewards, social security, Employer of Record and other global mobility requirements.
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