Attract & Retain... Mobility

It is a proven fact that a positive correlation exists between a company’s mobility practices and employee retention. Offering international and internal mobility possibilities provides employees with growth opportunities and career progression perspectives.

These key motivational factors can positively impact on employee retention in your organisation. By increasing your retention rates, you maintain your skills and knowledge base and hence, improve company performance.

How we can help you

PricewaterhouseCoopers has a local team of specialists able to help you develop and implement your mobility programs. Combined with the strength and expertise of our international network,PricewaterhouseCoopers is able to leverage its knowledge to respond to your mobility related needs whether they are in competency management, policy design, re-integration management, international taxation and social security management, immigration, labor law, training...

Tax and social security
Your HR challenges		Our solution approach
Do the employees have to file a tax return in the home country if they have already filed a tax return and paid taxes in the host country? Is there a tax withholding obligation in the home and/or host country? Can the employees stay in the social security system of their home country? Do the employees loose statutory pension rights? How do we pay liabilities in the home country, while assignee is abroad?		Professional review of income tax, wage tax and social security planning Individual meetings to discuss tax and social security consequences in the home and host countries Professional tax return preparation support in home and host country Engage international tax professional with a global network specialised in cross border transfers in order to ensure tax and social security compliance Run a shadow payroll
Foreign assignment
Your HR challenges		Our solution approach
Which allowances are usually paid? How is the right amount of allowances defined? How do we calculate/define the foreign salary? How can we save assignment costs? Who pays the tax in the host country? Which income do we have to consider if we compensate disadvantages? Do we have to conclude a contract with the host country entity?		A written assignment policy, which clearly states the regulations in respect of international assignments is essential for managing international assignments effectively Define a clear tax policy, which compensates the assignees for arising tax disadvantages due to their foreign assignment. PwC can support you to define a clear tax equalization or tax protection policy Implement standard processes and procedures to ensure consistency Ensure regular contacts and communication between assignees and HR Use benchmark data for defining the allowances. PwC undergoes regularly global surveys which give an overview of the current standards of multinational companies in respect of international assignment policies Identify assignment cost projections and cost savings opportunities
Monitoring
Your HR challenges		Our solution approach
How can we administrate our global employees? How can I track the employees? How can I follow the tax return preparation status? Are there any tools, which can facilitate and support the job of the HR department, e.g. calculation of foreign salary?		PwC offers various software tools, which have been designed to support and facilitate the HR and tax staff to manage the expatriate population of your company GlobalResourcePlus is a communication, performance monitoring and assignee tracking system ResourceEveryday is a cost projection and tax and social security calculation tool in order to define the foreign salary of the host country under consideration of the foreign allowances
Legal issues
Your HR challenges		Our solution approach
What do the employees have to consider upon arrival/leaving Luxembourg? Do the employees need a work permit and/or residence permit for host country? Which employment law is applicable? Which is the correct authority we have to address to?		Provide professional support regarding the registration, immigration and application process (e.g. relocation services, law firms, consulting firms on site) to meet the legal requirements of the home and host country
Internal mobility & Succession planning
Your HR challenges		Our solution approach
What are the key positions in my organisation? Who are the high performers in my organisation and what do I have to do for them? How can I anticipate the leaving of an employee at a key role within my organisation? How can I assess the adequacy between the individual competences of my employees and the ones required for the key positions identified? What is the best approach to ensure my succession planning?		Analysis of key technical and behavioural competences Design of job and role profile Performance evaluation through appraisal system, efficient assessment center identifying strengths and areas for development Personality test “Insights Discovery” Competences gap analysis Design of tailor-made development planning Design of internal or external coaching process Outline of personal compensation for executive positions