TRENDS IN GLOBAL


MOBILITY CHALLENGES & OPPORTUNITIES FOR


LEADERS & MANAGERS How can employers and organisations reward staff, help them nurture their career and answer their demands for more flexible working while navigating the complex world of international tax, social security and workplace regulations? Marianne Curphey investigates.


T


hat is the question addressed by the new KPMG report, ‘Great Expectations: How expectations across pay, mobility, borders, and life are changing’.


While technology has enabled staff to work remotely,


employers also need to think about the implications of expanding their work-from-anywhere programmes, the report says. There are challenges on a number of levels: for managers who are trying to bring together disparate team members, for HR teams who are trying to accommodate new and greater demands for flexible workplace practices, and for business and compliance teams who need to ensure that their staff are working within the laws of the country where they are based. Three key challenges emerge from the analysis done by KPMG for the report:


• how to manage benefit packages and pension plans for mobile workers


• what skill set leaders need to develop in order to thrive in the new workplace


• how to satisfy employees’ career goals while establishing boundaries in order to protect the company and its staff in a variety of tax and legal jurisdictions.


DESIGNING REWARD PACKAGES FOR INCREASING MOBILE AND DIVERSE WORKFORCES Having a globally mobile career carries huge reward and benefits for assignees, giving them international experience and the opportunity to live and work in different cultures. Whether living as a global nomad, moving from one assignment to another, or as an assignee returning to a home base after months or years, there are, however, complications associated with this lifestyle in terms of saving for pensions benefits. Potentially, more flexible work arrangements


can jeopardise long-term mobility and benefits, especially pensions and social security, says Marc Burrows, Head of Global Mobility Services, KPMG International. It can have implications for the employer’s duty of care as well as for the employee’s own long-term financial security. This is because tax breaks and savings plans are often offered to individuals who are resident or domiciled in a specific jurisdiction, and if employees are working remotely or for short periods, this can become complicated.


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THINK GLOBAL PEOPLE GLOBAL MOBILITY


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