Wrong Place at the Wrong time - Getting Your Mobile Workforce into the Right Place
As we all emerge from the various versions of
lock-down, it is clear that for many organisations their key people may not be
located where it was anticipated they would be located prior to COVID-19. There
are also numerous situations where either the needs of the individual or the
organisation have fundamentally altered and where the immigration or regulatory
environment has changed the mobility ground rules.
In this webinar, broadcast on 30 June 2020, we considered the whole topic of people being in the wrong place from the broad perspectives of employment law, immigration challenges and tax issues to be considered.
In particular we focused on the employment, immigration and tax law challenges that arise from:
• individuals working in unanticipated locations and the impact this has on the existing contractual arrangements;
• handling issues that arise from staff who are reluctant to travel to the pre-agreed place of work or to perform their role;
• Staff requesting to be transferred elsewhere or to stay in an unanticipated location for family or health reasons
• working arrangements and employment offers that are contingent on immigration and other approvals that are not being granted or are taking much longer to achieve;
• handling confidential information and trade secret protection from afar; and
• needing to delay or postpone employee moves and the resulting legal risks.
In this webinar, broadcast on 30 June 2020, we considered the whole topic of people being in the wrong place from the broad perspectives of employment law, immigration challenges and tax issues to be considered.
In particular we focused on the employment, immigration and tax law challenges that arise from:
• individuals working in unanticipated locations and the impact this has on the existing contractual arrangements;
• handling issues that arise from staff who are reluctant to travel to the pre-agreed place of work or to perform their role;
• Staff requesting to be transferred elsewhere or to stay in an unanticipated location for family or health reasons
• working arrangements and employment offers that are contingent on immigration and other approvals that are not being granted or are taking much longer to achieve;
• handling confidential information and trade secret protection from afar; and
• needing to delay or postpone employee moves and the resulting legal risks.
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