Welcome to our blog on the topic of posting employees abroad! In a globalised world, international cooperation is becoming increasingly important, along with the deployment of employees in other countries. But what challenges do companies and employees face? How can they prepare for a stay abroad, and what legal aspects need to be considered? In this blog, we would like to give you valuable tips and first-hand experience reports to make your secondment successful. We look forward to accompanying you on this exciting journey!
How does the posting of employees abroad work?
Are you sending your employee abroad? If so, you can ensure, thanks to the European directives on employee leasing, that the rights and obligations of your employees are protected. This directive applies to companies that post workers to a country in which they are not established. It contains provisions on minimum wages, tax exemption, and labour and social regulations. In most cases, the posting of an employee abroad also requires a visa or a work permit. Depending on where your employee is going, you may have to meet certain legal requirements or apply for special permits. Therefore, it is important that you inform yourself about the conditions before you begin the posting. In addition, it must be noted that income tax and social security contributions may vary depending on the country.
If possible, you should calculate these costs before the start of the trip and make them available to your employee in advance. In this way, your employee can plan better and be well prepared for any costs that may arise.
Ultimately, it is important to keep in mind that it is beneficial for both parties to discuss all details of the posting in advance. Effective communication is crucial for the success of your employee’s posting abroad!
What rights and obligations does the employee have in the event of employee secondment?
If the employer sends the employee abroad to work there for a limited period of time, the employee should definitely be informed about his or her rights and obligations. As a rule, the employer will ensure that the employee is provided with an employment contract in the language of the destination country. Care should be taken to ensure that there are no deviations from the already existing employment contract.
The working conditions must also comply with the legal provisions of the destination country. In particular, when it comes to questions about social security and taxes, the employee should seek advice from an expert. It is also important that the employer provides accommodation in the destination country or at least makes an effort to offer appropriate support.
In the event of problems on site, the employee can contact his or her employer or, in the worst case, the German Embassy in the destination country.
A secondment abroad can be a great experience and improve your career prospects. However, you should make sure that your rights are protected and that everything is legally correct.
What challenges and risks are there in employee secondment abroad?
There are many different reasons why a company sends employees abroad. While such international experiences can be promising for your company as well as for your employees, at the same time there are also a number of challenges and risks associated with secondment.
- Costs: First of all, as an employer, you should carefully evaluate the costs. It is important that you take all funding options into account in advance, including transportation costs, accommodation expenses, and insurance premiums.
- Legal requirements: It is important to be aware of possible legal compliance challenges. It may be necessary to familiarise yourself with local employment laws and tax regulations in the respective country. Likewise, you should check whether specific visa requirements are necessary and whether certain licensing agreements need to be arranged.
- Personal challenges: It is also important that, as an employer, you take into consideration the personal challenges your employees may face when undertaking an international assignment. It can be difficult to adapt to a new environment and navigate a foreign culture. Therefore, it is important to help your employees integrate and provide relocation support wherever possible.
In conclusion, we would like to emphasize that sending employees on overseas assignments offers a great opportunity for any company, both in terms of personal and professional growth, but one must also be mindful and carefully assess all risks and challenges beforehand.
Employee Deployment – with us as your staffing agency
Are you looking for workers from Eastern Europe or a reliable recruitment agency? We are your specialist when it comes to staff secondment, temporary staffing or personnel placement from Eastern Europe, Poland, Czech Republic, and Slovakia. Whether you need Polish or Lithuanian temporary workers or are looking for subcontractors, you can trust our expertise. Zeitarbeit International is your partner when it comes to workers such as skilled tradespeople or assistants from Eastern Europe.
