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- Global Mobility Services
Global Mobility Services and Consulting
IMC provides global mobility services and consulting for companies managing international employees, relocations and cross-border hiring. Our global mobility consultants support EOR, immigration, payroll, employee tax, relocation and workforce compliance across the UAE, India, Singapore and other markets.
EOR & PEO
Immigration & Cross Border Payroll
Tax & Compliance
Remote Workforce Management
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Global Mobility Consulting for International Workforce Management
Our global mobility consulting covers the employment, immigration, payroll, tax and compliance considerations that arise when employees work or relocate across countries.
IMC’s global mobility consultants can support businesses with:
- International employee hiring
- Employer of Record arrangements
- Employee relocation
- Immigration and work permits
- Global payroll
- International employee tax
- Remote workforce compliance
- Permanent establishment considerations
- International assignment support
- Cross-border workforce planning
Global Mobility Services We Provide
Tailored packages designed to simplify every aspect of your global expansion journey.
International Mobility Services
Our international mobility services support companies hiring, relocating and managing employees across borders. Services can include EOR, immigration, payroll, employee tax, relocation and remote workforce compliance.
Executive Mobility Consulting
IMC supports companies relocating executives and senior employees across countries, including immigration, employment structure, payroll, tax and relocation requirements. We can coordinate the requirements involved in moving senior personnel between jurisdictions and help companies assess the appropriate employment and mobility structure.
When Do You Need Global Mobility Support?
Companies may need global mobility support when hiring, relocating or managing employees across countries creates new employment, tax, immigration or compliance requirements.
First employee abroad
Support with the appropriate employment structure, payroll, tax and local requirements when hiring your first employee in a new country.
International hiring
Support with employment structures, payroll, tax and local compliance when hiring employees across borders.
Employee relocation
Support with immigration, employment, tax, payroll and relocation requirements when employees move to another country.
Remote employees
Review employment, payroll, tax and compliance requirements when employees work remotely from another country.
Market entry
Support with hiring structures, EOR, payroll and local compliance when entering a new market without an immediate entity setup.
International assignments
Support with employment, immigration, payroll, tax and compliance requirements for employees on short-term or long-term international assignments.
Global Mobility Tax Services
International employees can create tax and reporting requirements in both their home and host countries. IMC supports companies with the tax considerations that arise when employees relocate, work remotely or take international assignments.
01
Cross-Border Employee Tax
Review employee tax obligations that may arise when an employee works or relocates across jurisdictions.
02
Tax Residency
Assess tax residency considerations based on the employee's location, assignment and applicable local rules.
03
Employer Tax Obligations
Review employer responsibilities relating to payroll taxes, reporting and other employment-related tax requirements.
04
Social Security
Assess applicable social security obligations and coordination requirements for employees working across countries.
05
International Assignment Tax
Support companies in reviewing tax considerations for employees sent to another country for short-term or long-term assignments.
06
Remote Employee Tax
Review tax considerations when employees work remotely from a country different from their employer's location.
07
Tax Equalisation
Support companies that use tax equalisation or similar approaches for employees on international assignments.
08
Permanent Establishment Review
Assess whether an employee's activities and location could create corporate tax or permanent establishment considerations for the employer.
Permanent Establishment Risk for International Employees
Hiring or allowing employees to work across borders can create corporate tax and permanent establishment considerations for an employer. The level of risk depends on factors such as where the employee works, their responsibilities, authority, business activities and the applicable local tax rules.
What We Review
- Employee's country and location of work
- Role and responsibilities
- Authority to negotiate or conclude contracts
- Revenue-generating activities
- Customer-facing activities
- Local business activities
- Employment structure
- EOR arrangements
- Applicable tax rules and treaties
IMC can review the employment and working arrangement to identify areas that may require additional tax or compliance assessment.
Global Mobility Services in UAE, India and Singapore
IMC supports companies managing international employees across the UAE, India and Singapore, with services covering employment structures, EOR, immigration, payroll, employee tax, relocation and workforce compliance.
Global Mobility Services in UAE
Support companies hiring or relocating employees in the UAE with EOR, employment, immigration, payroll, employee tax and mobility compliance requirements.
Explore Global Mobility Services in UAEGlobal Mobility Services in India
Support international companies hiring employees in India with EOR, payroll, employment, employee taxation, immigration and related compliance requirements.
Explore Global Mobility Services in IndiaGlobal Mobility Services in Singapore
Support companies hiring or relocating employees in Singapore with EOR, employment, payroll, immigration, employee tax and mobility compliance requirements.
Explore Global Mobility Services in SingaporeQuestions CFOs Ask Before Hiring Internationally
What is the cost difference between EOR vs entity setup?
The key difference in cost between EOR and entity setup comes down to commitment and scale. With an Employer of Record, a company can hire quickly in another country, and the organization does not have to set up a legal entity. This makes it beneficial to test a market or hire a small team. Organizations need to work on regulatory registrations, compliance management, and ongoing administrative responsibilities to set up an entity. In many cases, establishing an entity becomes a logical decision when businesses plan long-term presences in a different country, or need a larger workforce to operate there.
What is the permanent establishment (PE) risk?
The risk related to permanent establishment arises when a business engages in significant activities in another country. After a certain threshold, local authorities start treating the business as one that has an established tax presence in the jurisdiction. Often, this risk arises when employees negotiate contracts or generate revenue. While establishing these norms, each country applies its own interpretation. This makes it essential to review employment structures carefully. Internationally expanding companies often evaluate PE exposure early as part of broader global workforce structuring, so that they can avoid unexpected tax obligations later. A global mobility consultant should review employment structures early so that expanding companies can avoid unexpected tax obligations.
What is the tax exposure for remote employees?
When employees work remotely from another country, their activities may trigger payroll taxes and social security obligations. In the specific jurisdiction, it may also lead to employer registration requirements. Even when an employee is hired individually, tax rules and labour laws still apply. This may expose the company to corporate tax considerations in some situations, depending on the role and activities of the employee. Understanding these implications before operations begin is a core part of global mobility compliance, and essential for organizations that want to stay compliant as their international teams grow.
How long does market entry hiring take?
The timeframe for market entry hiring depends on the way an organization chooses to enter a specific jurisdiction. Often, companies can start the process quickly when they hire through an EOR. This is because the structure of the legal employer is already in place. Generally, it takes longer to establish a legal entity as the process involves regulatory approvals, documentation, and operational setup. Therefore, organizations prioritize how quickly they need to hire while choosing the approach. They also consider how permanent the expansion is expected to be while making this decision.
When should we transition from EOR to entity?
When a company wants to hire a small number of employees or needs to enter a market quickly, it starts with an EOR. However, it often makes more sense to establish a local entity as their team grows, or they find the specific market strategically important. This transition usually becomes viable when the company plans its operations over the long term. In other situations, it may have a larger headcount or try to engage in deeper commercial activity in that country. In these scenarios, they find the entity structure more flexible while they manage their operations locally. A global mobility consultant can model the cost and compliance trade-offs before the decision is made.
How do we control global payroll and compliance costs?
Organizations find it increasingly complex to manage international payroll when they expand into more than one jurisdiction. This happens because tax rules, reporting requirements, and employment regulations vary across different countries. Effective cross-border workforce management requires businesses to centralize their payroll oversight, standardize their processes, and use a compliant payroll infrastructure across different regions. It also pays to have clear visibility into local obligations, as companies can avoid penalties and unexpected administrative expenses. Global mobility services provide this infrastructure at scale, giving organisations clear visibility into local obligations before penalties arise.
Can we hire employees internationally without opening a local company?
Yes. It is possible for companies to hire employees in many jurisdictions even when they don’t establish a local legal entity. Usually, this is done through an Employer of Record. It serves as the legal employer while the company manages the daily operations of employees. Using this model, businesses can enter new markets, but they don’t have to navigate immediate requirements for incorporation. This strategy is often beneficial during the early market expansion phase, or when the organization wants to hire a small number of employees in a new jurisdiction.
What global mobility compliance risks should we consider when hiring internationally?
When a company hires employees in the international market, it’s crucial to consider potential compliance issues. Global workforce management practices begin with a comprehensive understanding of local labour laws. It must also understand the requirements for tax registration and social security obligations for employees in each of the countries. Otherwise, the company may be exposed to legal and financial consequences. Identifying these risks early — ideally through structured global mobility consulting — allows organizations to build a compliant foundation before problems arise rather than after.
A structured approach to managing global mobility compliance
Assessment
Review hiring plans, jurisdictions, tax exposure, and compliance obligations before global hiring.
Structuring
Define the right hiring structure, entity setup, EOR, or hybrid model based on compliance and expansion goals.
Implementation
Set up employment contracts, immigration support, payroll structure, global workforce structuring, and regulatory registrations.
Monitoring
Continuously track compliance obligations, payroll reporting, and regulatory updates across jurisdictions.
Global Mobility Support for Different Workforce Needs
Tailored strategies for every stage of growth.
Solution
IMC provides Employer of Record, immigration coordination, cross-border workforce management, and payroll setup so companies can hire quickly while maintaining compliance with local employment regulations.
Solution
Our team reviews tax exposure, employment structures, and regulatory obligations, helping businesses hire internationally while reducing permanent establishment risks.
Solution
IMC supports rapid hiring through Employer of Record models, immigration assistance, and payroll compliance so startups can expand teams without operational delays.
Solution
We coordinate immigration processing, employee relocation support, cross-border workforce management, tax advisory, and payroll compliance to manage international assignments smoothly.
See How We Assist With Workforce Movement and Reporting
See How We Assist With Workforce Movement and Reporting
Coverage Across Major Countries
From major business hubs to emerging markets, our infrastructure allows you to hire compliantly almost anywhere in the world.
| Compliance Factor | United Arab Emirates | Singapore | India | United Kingdom | United States |
|---|---|---|---|---|---|
| Key Compliance Requirements | Employment contract under labour law, visa sponsorship by employer | Employment contract aligned with MOM regulations | Labour law registrations and compliant employment contracts | Employer PAYE registration and employment contract compliance | Federal and state employer registrations required |
| Typical Hiring Setup Time | 2–4 weeks | 1–3 weeks | 2–4 weeks | 1–2 weeks | 2–3 weeks |
| Work Authorization Requirement | Work permit and residency visa required for foreign employees | Employment Pass or S Pass for foreign professionals | Employment visa required for foreign nationals | Skilled Worker visa or valid work authorization | Work authorization or employment visa required |
| Payroll & Tax Considerations | Payroll reporting required, social security applies to UAE nationals | CPF contributions for citizens and permanent residents | PF, ESI, and professional tax compliance | PAYE tax deductions and National Insurance contributions | Federal and state payroll taxes, Social Security and Medicare |
- The Challenge
Strategic Compliance in Cross-Border Global Mobility Services
Expanding across borders comes with intricate hurdles. With our global mobility services, we identify and solve the friction points before they become roadblocks.
Risk
Hiring directly without proper employment structure can create visa, payroll, and labour compliance issues. Companies may also face delays in work permits or misunderstand local employment regulations.How IMC Solves It
IMC sets up the right hiring structure through Employer of Record or entity setup, manages work visa processing, prepares compliant employment contracts, and coordinates payroll registration so the employee can begin work without regulatory complications.
Risk
Opening a legal entity for a small team can increase costs and administrative work. Without the right hiring model, companies may face unnecessary registrations and compliance obligations.How IMC Solves It
IMC supports market entry through an Employer of Record arrangement, allowing companies to hire a small team quickly while maintaining compliant payroll, tax reporting, and employment documentation.
Risk
Hiring remote employees internationally may create permanent establishment exposure, payroll compliance challenges, and employment law obligations across multiple jurisdictions.How IMC Solves It
IMC evaluates tax exposure, establishes compliant employment structures through Employer of Record where required, and manages payroll, benefits, and employment documentation across jurisdictions.
Risk
Executive relocation can trigger immigration delays, tax exposure, and compensation structuring challenges. Incorrect documentation may affect work authorization and payroll compliance.How IMC Solves It
IMC coordinates visa processing, employee relocation planning, tax advisory, and payroll structuring to ensure executives can relocate smoothly while meeting local regulatory and employment requirements.
Why choose IMC for Global Mobility Services?
One Point of Coordination
International workforce requirements are coordinated across employment, payroll, tax, immigration and relocation.
Cross-Border Compliance Support
Support across employment regulations, payroll obligations, immigration and tax requirements.
Local Workforce Support
Country-specific support for international hiring and employee movement.
Ongoing Mobility Management
Support doesn't stop at onboarding, it continues through payroll, assignments, relocation and workforce changes.
Success Stories
Hiring Framework for Swiss Firm Entering the Middle East
Supported a Switzerland-based company in setting up compliant hiring for its first regional employee by reviewing employment structures, advising on jurisdiction-specific rules, and refining contracts to align with local frameworks.
Delivered a clear hiring model, compliant documentation, smooth onboarding, and reduced regulatory risk for the client’s market entry.
Efficient Global Mobility Services for a Packaging Automation Leader
Supported a Netherlands-based automation company in hiring a Service Engineer in India without setting up a local entity, while keeping operations compliant and tax-safe.
3-week onboarding, 40 percent lower costs than entity setup, 100 percent compliance, and zero PE exposure under the India–Netherlands treaty.
Effective Payroll Automation for a Large Multi-Specialty Hospital
Reduced payroll processing time from three days to half a day through automated leave and attendance capture with mobile and web-based check-ins.
Improved payout accuracy and reporting, reduced disputes, and strengthened data security by moving away from Excel sheets and paper records.
Global Mobility Services: Making Cross Border Assignments Work Smoothly
Poornima brings strong experience in global mobility, helping organizations manage cross-border workforce movement with clear regulatory focus. Her work covers immigration coordination, international tax matters, assignment governance, and mobility operations. Working closely with HR, legal, and finance teams, she supports mobility structures that meet business needs while meeting regulatory expectations.
Connect with Poornima J on LinkedIn to follow her work on global mobility planning, cross-border workforce management, and compliance-led people strategies.
FAQs
Global mobility services are essential for companies with international operations or those expanding into new markets. They offer comprehensive support to employees throughout the relocation process, helping to minimize legal issues and compliance breaches with local regulations. By managing these processes effectively, businesses can expand into new regions more confidently, access diverse talent, and enhance their competitiveness in the markets.
Global mobility presents a wide range of challenges, including navigating immigration regulations, fulfilling tax obligations, facilitating cultural adaptation, and maintaining employee motivation. Companies also need to manage the costs of relocating staff while ensuring these moves align with overall business objectives. With the assistance of professional global mobility consultants, organizations can effectively address these challenges and expand into new markets smoothly.
An Employer of Record (EOR) plays a crucial role in global mobility, serving as the official employer for staff working overseas. It takes charge of payroll, benefits, and tax obligations while making sure labour regulations are met. This enables companies to manage international teams effectively and focus on business growth without incurring additional compliance risks.
A key function of global mobility services is to keep businesses compliant with local employment laws, tax requirements, and immigration processes. These services often include legal guidance on areas such as visa applications, work contracts, and co-employment matters. Employer of Record services are one example, taking care of the legal and administrative side so companies can operate confidently in new jurisdictions.
Our streamlined process typically allows for onboarding in as little as 2-5 business days, depending on the country and specific visa requirements.
For startups, international payroll can be complex. You need a partner with local expertise, not just software. IMC offers quick, compliant solutions in the UAE, Singapore, and India.
Yes. Through IMC, you can hire in the UAE without setting up a local entity by using compliant models such as an Employer of Record. IMC manages visas, payroll, and compliance, while the employee works for your business.
For most companies, outsourcing is the practical starting point. Through IMC, international mobility can be managed across countries with lower risk, faster execution, and without building internal specialist teams.
An in-house team makes sense only at higher volumes with stable policies. Many organisations begin with IMC support and move to a hybrid model as mobility needs grow.
Yes. An Employer of Record can support hiring foreign nationals in Singapore by legally employing them through a local entity and managing work passes, payroll, and statutory compliance. This allows companies to hire without setting up a Singapore entity, subject to role eligibility and pass approval.
Yes. You can hire in India without setting up a legal entity by using an Employer of Record. The EOR becomes the legal employer and manages payroll, statutory compliance, taxes, and contracts, while the employee works for your business.
Direct hiring without an entity is not permitted. For long-term roles, EOR is the compliant option.
Tax compliance is one of the most important aspects of global mobility for both employers and employees. Professionals on international assignments may face dual taxation, with obligations in their home country and host country. Global mobility consultants often provide tax advisory services to help manage these responsibilities, minimize excess payments, and maintain compliance. Careful handling of cross-border tax matters is essential for businesses operating across multiple jurisdictions.
Yes, but it carries risks. Without a legal entity, payroll, social security, and benefits may be non-compliant. Global mobility services provide options like Employer of Record (EOR) arrangements, and global mobility consultants guide businesses on the safest hiring model for each jurisdiction.
Global mobility solutions are designed to address both temporary and extended international moves. Short-term assignments usually require assistance with accommodation, visa processing, and payroll coordination. Longer postings, however, may involve broader support such as family relocation, schooling, and in-depth tax and legal guidance. With the right approach, employees receive the appropriate level of support, regardless of the length of their assignment.
A well-managed global mobility program can significantly improve employee satisfaction and loyalty. When staff receive proper support with visas, housing, and cultural integration, they are more likely to remain engaged and committed. Conversely, inadequate mobility planning can create frustration and increase turnover. For this reason, organizations should integrate employee experience as a core element of their mobility strategy.
Yes, our global mobility support teams operate 24/7 to ensure seamless management of your workforce, regardless of their location or time zone.
Yes. Many companies use an Employer of Record as an initial step and transition to their own legal entity later. Employees can be moved from the EOR to the new entity once it is established, with contracts, payroll, and registrations updated accordingly. This approach allows you to enter the market quickly and formalize your presence when ready.
Yes, but only through a compliant structure. You cannot directly hire full-time employees in India without a registered Indian entity. However, it is legal to do so via an Employer of Record, where the EOR is the legal employer and manages payroll, statutory compliance, and employment obligations, while the employee works for your business.
In this region, the key difference lies in the legal employment sector.
An Employer of Record (EOR) is the legal employer of the worker. The EOR holds the local entity, issues employment contracts, manages payroll and, where applicable, visas, and carries full statutory responsibility. This model is used when you do not have a local entity.
A Professional Employer Organization (PEO) operates on a co-employment basis. It supports HR and payroll but typically requires you to have a local entity already and retain legal employer responsibility. In many Asian and Middle Eastern markets, PEO structures are limited or restricted.
In short, EOR replaces the need for a local entity, while PEO supports one that already exists.
IP protection is handled through contracts and alignment with local law.
With an EOR, IP ownership and confidentiality clauses are built into the employment agreement, aligned with local labour laws. The EOR assigns all work product to your company and manages enforceability in that jurisdiction.
With a PEO, IP clauses sit between you and the employee, since you remain the legal employer. The PEO supports policy and payroll administration but does not own or assign IP.
In both models, clear IP assignment, confidentiality, and post-employment obligations are critical, especially where local laws differ on the automatic assignment of IP ownership.
Global Mobility Services Inquiry
Tell us about your global mobility needs and we’ll get back to you with tailored solutions.
We bring experience and expertise together so you can think sharper, move faster, and perform better.
Cross-Border Compliance Coverage
Dedicated Support Team
Tax & Payroll Alignment Across Regions
Employee Relocation Coordination
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