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International Pensions and Benefits

Employee benefits (pensions, life/disability, medical and more) are key to attracting and retaining talent in a competitive market

In the global war for talent, cash compensation isn’t the only thing on potential recruits’ minds

Increasingly, employers across all sectors are finding that their employee benefits (pensions, life/disability, medical and more) are key to attracting and retaining talent in a competitive market.

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From Fragmented to Unified: A Better Global Benefits & Tax Strategy

For organisations expanding into international markets there are considerable implications for both the business as well as its workforce. Additionally, working from anywhere has become a key factor in the race to attract and retain quality talent.

However, with increasing geographical spread, a number of complex people-related risks can start to emerge around payroll, social security, pensions and corporate tax as well as employee benefits, wellbeing and duty of care.

Tomm Adams and Penny Pemberton, Head of International Benefits at Engage Health Group, discuss the importance of having a global tax and benefits strategy and explore what steps employers can put in place, both centrally and locally, to ensure they are meeting the necessary compliance obligations.  They ask:-

What are the specific challenges faced by multinationals organisations expanding into new markets?

How can companies manage the administration around employees’ benefits and taxes to avoid compliance failures and additional costs?

How do organisations tackle cultural variations and regulatory policies across multiple jurisdictions?

What benefits do you think are particularly valued these days and how can a business implement a benefits framework to suit every category of their global workforce from remote workers, commuters and nomads to expats and local nationals?

BR A Better Global Benefits & Tax Strategy
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Current market practices

Given the increasing recognition that employers are now giving wellbeing, many global organisations are aligning their benefits programmes to a number of pillars that support all areas of an employee’swellbeing.

A typical approach might include the following pillars:

  • Pensions and long-term savings plans
  • Financial education and access to individual financial advisers
  • Season ticket loans, retail partnerships and discounts
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We can support you throughout the following stages:

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How we can help

If you have any questions about the above or would like to discuss your specific circumstance, please get in touch with your usual Blick Rothenberg contact or Tomm Adams using the form below.

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