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Cross-border assignment and international secondment

Cross-border assignment and international secondment, what does that involve?

We issue advice regarding the possibilities and outline the implications, both for the employer and the employee.

If you consider cross-border assignment or international secondment, you want to know about the implications in advance. This prevents uncertainty, fines or other issues, both in your own country and abroad.

What rules apply?

The rules broadly concern three main areas. Each area is subject to separate rules. You need to assess your payroll administration accordingly if you have personnel working abroad:

What could go wrong?

Incorrect payment of taxes or social insurance premiums is frequently only detected when it is too late to correct it. For example, when an employee needs a benefit, or during a tax audit.
This results in corrections and fines, and of course financial issues for the employee.

Additionally, many countries actively verify compliance with the requirements that apply to foreign employees. For example, non-compliance with the disclosure requirement may be a reason for local inspectors to impose fines or to implement civil law or criminal law measures. Finally, take into account that pursuant to international tax treaties, countries may exchange information, and actually make use of this option in practice.

How to prevent problems

Every situation is different! That means it is important to review the applicable rules for each employee working abroad in advance. Please note: taxes and social insurance premiums are not by default paid in the same country.

Frequent problem situations:

  • No tax or social insurance obligation, but subject to disclosure requirements
    Sometimes you do not need to pay taxes or social insurance premiums, but you are required to submit an official declaration abroad. This sometimes applies for secondment, even if your employees will work abroad for just a few days!
  • Paying taxes abroad from the first working day
    In specific situations, a company may be liable for payroll tax abroad from the first working day. However, this is often not the case pursuant to the so-called 183 days rule.
  • Taxed in one country and payment of social insurance premiums in another country
    An employee is insured in one country and liable for tax payment in another country (this is referred to as cross-border work).
  • Split salary
    The company pays tax on the employee’s salary in more than one country.

Let’s get started!

Below you can download our English Factsheets Personnel abroad, with information on regulations, labour costs and salary administration in the Netherlands, Germany, the United Kingdom, France, Italy and Belgium. If you prefer to read the information in French, Dutch or German click  here to select the factsheets in the language of your choice.

Whatever situation of international employment you are in, questions always arise about which rules apply and what consequences international employment has for salary administration. Choose from the topics below to read more about it:

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Together, solution-oriented and caring

Since 1972, Interfisc has offered international HR & Payroll solutions in the Netherlands, Belgium, Germany, France, the United Kingdom, and Italy. We do this from our offices in the Netherlands and Belgium, and with an international team of around 45 committed and caring employees. 

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If our website does not provide the answers, please do not hesitate to contact us, together we can work out the best solution (to your needs).

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