Global mobility - Posting and cross-border employment
Effective global mobility is a challenging task for the organization as well as for the employee and his family. Success depends both on ensuring well-being and compliance. The latter in particular can make many HR professionals sleepless, as specific rules and laws in the various countries can cause the organization to lose millions due to oversights of missing tax payments and correct work permits for the employees etc. At the same time, the process must be fast, flexible and ensure that the employee's commitment does not disappear.
Come along to this NOCA meeting in collaboration with Norrbom Vinding, where we will go in depth with some of the many legal issues linked to postings and other forms of cross-border employment. In addition, the meeting will include a case from Aarhus University, which will take us through their work with Global Mobility.
New legislation – amendment of the Posting of Workers Directive
In June 2018, the European Parliament and the Council adopted an amendment to the Posting of Workers Directive.
The amended secondment directive must be implemented in Danish law no later than 30 July 2020, and at this meeting we will look at what problems this entails in practice.
Amendment of the posting directive
In a number of areas, the amendment to the directive will have an impact on companies that post employees to countries where the posting directive applies. The change entails, among other things, that the term "minimum wage" is replaced by the term "remuneration". In addition, after 12/18 months of posting, posted employees will be subject to a set of supplementary working and employment conditions that apply in the territory of the host state.
The meeting will have a special focus on issues related to the amended posting directive. Among other things, we will look at:
- What is the significance of the change of the word "minimum wage" in relation to the word "remuneration"?
- What parts of local law will apply after 12 (18) months of posting?
- Is there a need to change the setup that is normally used in connection with deployments?
In addition, we will also look at:
- When can the employer risk having to pay expensive contributions to social security abroad? Is there also a risk for employees who live in Denmark? And can the risk be countered?
- Social security for employees who have business trips or otherwise occasionally perform work abroad.
- Employment of employees residing abroad - is there a risk that the employer may have a permanent establishment abroad in terms of tax law? And what can the employer do to limit the risk?
Torben Mølgaard Hededal, Partner LLM at Norrbom Vinding, will take us through the legal aspects. Norrbom Vinding is Denmark's leading law firm within labor and employment law.
Catrine Rumohr, Expat Partner Advisor, Aarhus University, has moved people across borders for the past 10 years, and will share his experiences and work with Global Mobility at this meeting. Catrine will talk about the various elements that must/should be taken care of when people are moved across borders, and what she sees as crucial to making a mobility process a success. One of the things she will also touch on is the importance of including accompanying family in the "calculation". In addition, Catrine will also talk a little about how AU handles well-being in connection with international recruitment, and what offers they offer their employees (and accompanying families) – as this is seen as an important tool when we talk about Talent Management.
Catrine Rumohr has 10 years of experience in moving people across borders - both as an in-house mobility consultant, from the supplier side, and now as an Expat Partner Advisor at Aarhus University. At AU, Catrine's primary focus is on helping accompanying partners to the university's international researchers to get settled in DK.
Read much more about NOCA's theme 'Employee Relations' right away here !