Now that the election is behind us, here is what mobility leaders should be considering as it relates to their global and domestic talent strategies.
It still seems a little surreal that after years of discussion and negotiation, we are now a month post-Brexit. Yet, questions still remain: what will happen after the transition period and how will it impact global mobility?
In our recent webinar on Nine Trends to Watch in 2019, we examined challenges in moving employees across borders.
On November 1, 2016, China’s State Administration of Foreign Experts Affairs (SAFEA) launched a pilot work permit program in select regions of Beijing, Shanghai, Tianjin, Anhui, Guangdong, Hebei, Shandong, Sichuan and Ningxia.
UK Customs (HMRC) has announced changes to customs procedures for household goods and motor vehicles entering the UK that will impact assignees being relocated to this region.
Last week, we presented a webinar on Intra-Country Mobility Trends, which focused on domestically mobile workforces outside the US, UK and Canada.
Domestic mobility in countries outside North America and the UK can be challenging for even the most globally-minded multinational companies.
Under Canadian tax rules, non‐resident companies who send their employees to Canada are required to comply with a substantial administrative burden. This applies even if the employee is in Canada for a relatively short period of time.
Today, business success depends on how quickly and easily you can deploy your most highly-valued talent to seize new opportunities. But what are the best practices for building an agile mobile workforce?
Peter Cloutier, VP in the assignment management group in our Toronto office, will offer sound advice for avoiding costly missteps in the area of taxation when it comes to U.S./Canada cross-border moves.