Integrated workforce mobility

Traditional long-term moves are declining in favor of a variety of business travel approaches and mobility options that better fit organizational strategy and employee needs. Supported through a frictionless, consumer-level experience, these approaches can boost compliance and speed to deployment.

Related topics Workforce Tax Alliances Mobility

What EY can do for you

Tax

International assignments are increasingly being used as both a talent development tool and a workforce incentive. They can also help the business put the right talent, with the right capabilities, in the right place — where your market and growth opportunities are — at the right time.

But host locations’ tax systems can be complex. Tax regulations can be difficult to understand, particularly when they are in the host language. Meanwhile, tax obligations in an employee’s home country often continue to arise.

Our integrated mobility services — covering tax, social security, equity withholding and global compensation — can help you move talent across the globe with minimum delay and inconvenience.

Immigration

Through our Integrated Mobility Platform, we can provide risk assessments; help with government and regulatory bodies and downstream service providers; and, where required, tax, immigration and performance improvement advisory services.

Compensation

International assignments can be expensive, and businesses often question whether they are managing global moves in the most cost-effective way.

We can help your organization collect and analyze assignee compensation data, generate payroll instructions and produce accurate total-cost reporting.

Assignment

Strategically driven organizations send employees on assignment to capitalize new markets and develop local successors. Our mobility transformation approach can help your organization identify efficiency leakages in your programs and provide a road map to refining them to full effect.

Social security

Social security regulation is becoming increasingly complex, and employers are facing many additional obligations to remain compliant. This is complicated all the more when organizations do not have the policies in place to protect the social security benefit for workers who drop out of their home-country scheme during an international assignment.

We can help your organization manage compliance requirements by improving data, systems and processes.

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