WOULD AN INTERNATIONAL PENSION PLAN WORK FOR GLOBALLY MOBILE EMPLOYEES? How an organisation delivers its duty of care to an employee is being reconsidered and reshaped based on changes in the workforce, Marc Burrows says. “Someone who is in a career that spans multiple jurisdictions does not lend itself to a continued contribution to a single country pension scheme,” he explains. “There is a recognition that moving around the globe can impact an individual’s ability to contribute to a pension scheme and to accumulate long term retirement benefits.” One alternative might be to offer a lump sum to an


employee in lieu of being a member of the company pension scheme. This could help overcome the difficulties faced by an employee who starts work in one country but wishes to retire elsewhere. Another option to consider is an international pension


scheme, although that would mean the employer has more responsibility to ensure that funds are put towards long term retirement savings. As more assignees move around the globe rather than returning to a home hub after each assignment, this could also be part of a benefits package to incentivise new talent to join the company and to persuade existing employees to stay.


“What we’re finding in this modern workforce scenario is that demands are more complex, and no two requests for flexible or remote working are the same.”


MARC BURROWS, HEAD OF GLOBAL MOBILITY SERVICES, KPMG INTERNATIONAL


TECHNOLOGY FREED US TO WORK ANYWHERE – BUT TAX AND WORKING VISA RULES CAN BE TRICKY TO NAVIGATE NOW The report also looks at the enabling and freeing elements of technology-based work, the huge benefits from come from our new ability to connect virtually and the drive to accommodate personal requirements around a work-life balance. “The practical limitations of doing a job from


anywhere have been taken away,” says Marc Burrows. Once you have removed the practical barriers, the opportunity arises to engage with a much wider talent pool, he says. This also brings difficulties for an organisation which has to try and accommodate hundreds or thousands of individual work requests, each of which is different and unique. “There are a lot of complexities involved,” he says.


“It might be a problem around regulation – for example there are restrictions on the types of activities that are allowed to be done outside a place where a company has their banking licence. Or it might involve immigration limitations in terms of what activities an individual is permitted to do depending on their visa or work permit. Then there are issues in terms of company registration, reporting of taxation and profits, personal tax and payroll, and society security regulations.” This is where communication is important so that


employees understand why not every request can be fully accommodated. Technology can help to reduce the burden of administration. While companies are being placed under an extraordinary amount of pressure to deal with a variety of different working requests, employees may find it difficult to understand why it is taking so long for their individual requests to be considered and signed off. “Technology plays a role in helping to resolve those challenges and barriers,” he says. “In the past,


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