Remote Work Compliance
Made Easy.

Assess the risks and solutions of remote work requests and global hires in seconds. Speed up decision making to offer flexibility and retain your top talent.

Partnered and trusted by leaders in remote work

Global Mobility Executive
Deel Employer of Record
WFA's Partners-PerchPeek

How it works

Automate every remote work scenario

Are you seeing more requests to hire from overseas? Want to know whether you should approve an employee request to remote work internationally? We've got you covered.

Our algorithm works its magic

Drawing on thousands of relevant data points, our proprietary algorithm assesses the tax and other compliance risks of your request.

Solutions in under 60 seconds

Our platform takes minutes to onboard and less than 60 seconds to run each scenario, saving you hours of research and thousands in savings by avoiding the need for external advisors.

Who it's for

Our Mobility Platform in Action

Want to know whether you should approve a remote work request
or how you should hire in a new jurisdiction?

Want to know whether you should approve a remote work request or how you should hire in a new jurisdiction?

Global Mobility
Problems Solved.

We give you the tools and knowledge to make informed internal decisions the same day a request comes in, all while saving you money. No need to get bogged down by the volume of requests or by using expensive consultants.

Reduce complexity

Reduce decision time

Reduce cost

Work From Anywhere-Team

Remote work tax,
risk and compliance.
We've got you covered.

Remote work tax, risk and compliance. We've got you covered.

Corporate Tax & Legal

Understand the corporate tax, permanent establishment & legal implications of remote work.

Visa & Immigration Check

Know whether an employee is able to legally work from a destination country.

In Built Customization

Tailor your assessments to include specific thresholds of your remote work policy and adjust for your company's risk appetite.

Plug & Play

From sign up to searches in minutes. It's that easy. No PhD's needed. Perfect for global mobility, HR, tax, legal & finance teams.

Data Privacy & Security

We have strong data protection and compliance policies in place to ensure your data is treated with the utmost care and sensitivity.

Recent Webinar Episodes

Our Work From Anywhere series hosts some of the greatest minds
discussing the lastest trends in remote work and global mobility

Our Work From Anywhere series hosts some of the greatest minds discussing the lastest trends in remote work and global mobility

The Remote Work
Compliance Framework

Manage your global mobility risks of implementing a remote work compliance policy.
We help you tick off each of these compliance hurdles.

Manage your global mobility risks of implementing a remote work compliance policy. We help you tick off each of these compliance hurdles.

Personal income tax & social security

Corporate tax & permanent establishment

Immigration & employment law

Insurance & duty
of care

Talent management & benefits

Data privacy &
security

Personal income tax & social security

Corporate tax & permanent establishment

Immigration & employment law

Talent management & benefits

Insurance & duty
of care

Data privacy & security


Work From Anywhere
White Paper

Download our whitepaper for an insight into the latest trends in remote work.

Frequently Asked Questions

There are multiple ways of hiring internationally. These include:

  1. Setting up a legal entity and employing directly
  2. Hiring as an independent contractor
  3. Hiring via an Employer of Record

 

To figure out which method suits your company best, you need to weigh up many competing factors including the individual tax risks, social security risks, corporation tax risks and employment law risks. Not to mention the costs of delivering each method…as well as weighing up the cost of getting it wrong. 

These risks may fluctuate considerably depending on the country you’re hiring in, the legislation they have in place and how strict they are at enforcing these laws. The risks are impacted by the type of roles you’re hiring and the number of positions you’re hiring.

We help you untangle this remote tax risk matrix using our proprietary algorithm to complete a cost benefit analysis and select the hire from anywhere model that’s suits your business.

You can read more into this topic below.

Four Ways to Work or Hire From Anywhere

We believe there are four main approaches to implementing remote work technology:
 
  1. DIY Low Tech: Namely sticking “as is” with excel the main technology platform used
  2. DIY High Tech: Some of the more ambitious programmes have decided to build their own customized technology assessment tools in house.  
  3. External Plug and Play Approach: This is where off the shelf tool(s) address the key organizational pain points and/or there is a high degree of urgency to implement technology.
  4. External Customized Implementation: In many cases, there may be a more considered, patient approach to have a heavily customized implementation so that the external tool has plenty of aspects which are (a) integrated into the company workflows and (b) built around the custom needs of the programme.

Check out our synopsis of the key solutions on the market below, comparing them on solution set, implementation and price.


Navigating The Compliance Technology Solutions Around Work And Hire From Anywhere

If you’re hiring internationally or rolling out a Work From Anywhere policy you need to take account of multiple competing risks to ensure you do so compliantly. 

The key risks include:

  1. Personal income tax and social security
  2. Corporation tax and permanent establishment
  3. Immigration and employment law
  4. Insurance & duty of care
  5. Talent management & benefits
  6. Data, privacy & security

 

You can read into greater detail on each of these subjects below.

At Work From Anywhere, we help you cover off your key corporation tax, income tax and social security risks so that you can sleep easy at night knowing that you have a compliant hire and work from anywhere policy. 

Compliance Framework

Permanent establishment is quite possibly the single greatest risk of remote work.

Permanent establishment is a situation when your company triggers a taxable presence in a country.

Triggering such a presence can mean that the country in question can charge corporation tax on your company’s corporation tax profits in that country, amongst other issues, so the consequences of this can be wide-ranging and extremely expensive if not carefully assessed.

What becomes tricky is that not every country has the same definition of permanent establishment, likewise enforcement of permanent establishment can vary in terms of how strict different jurisdictions police it.

Some of the common triggers of permanent establishment include the presence of senior management in country, sales generating roles, fixed place of business, agents acting on behalf of the company and the length of time in-country. 

You can read more on this topic in the article below.

Permanent Establishment In A Work From Anywhere World

Contractor misclassification is a common stumbling block of remote work, whereby an individual who is in substance an employee of a company is hired legally as an independent contractor, so is in effect misclassified. 

This misclassification can lead to significant back-dated employer tax and social security liabilities as well as fines. Even if your agreed contractor charge rate details that it already includes loading for pension and leave allowances, authorities may deem your company liable to pay these again.

The UK’s IR35 legislation is a great benchmark illustrating how authorities are clamping down on the misuse of hiring as an independent contractor. Test whether you have properly classified your employees and independent contractors here.

A company which offers Work From Anywhere is one which has a policy that allows employees to temporarily work remotely abroad in specific countries for more than 7 days but less than 365 days.

Defining Work From Anywhere

An Employer of Record (EOR) is a global employment services provider that helps companies employ staff legally in other countries. An EOR will take care of payroll, income and payroll taxes, benefits, stock options, and local employment compliance.

Businesses use Employers of Record to help them hire employees across multiple countries. With an EOR, a company can grow its operations in another country without having to set up a local entity, which can be expensive and take months to achieve. Working with an EOR allows businesses big and small to employ and pay workers in other countries quickly and affordably.

Employer of Record services allow companies without local legal entities to employ workers legally in countries where they don’t have a legal entity presence. These services mostly assist to decrease the in-company workload that falls under the functions of human resources, finance and legal teams.

Employer of record services typically are not considered to involve “co-employment,” an arrangement in which two companies employ the same person at the same time. In the country where the employee works, the EOR is the only employer legally. In practice, however, the EOR is not involved in the day-to-day life of the employee beyond HR functions like administering payroll and benefits.

An employer of record employs workers in another country on your company’s behalf. E.g. if your company is headquartered in the United States and you want to hire an employee in France, you may do so using an EOR.

An employer of record can perform a number of HR, finance and legal tasks, including:

  • Allow businesses to hire full-time workers legally in another country 
  • Run payroll for employees in other countries
  • Handle benefits administration for global workers
  • Manage international contractors
  • Distribute employee stock options across national borders


An employer of record can also help businesses employ workers in other states or regions within the same country. For instance, a company in California can use an Employer of Record to employ staff in Oregon.

Since the onset of the pandemic, many companies have been announcing their Work From Anywhere policies with great fanfare. Companies like Airbnb, Twitter, Atlassian, Netflix, Facebook, Google and Salesforce.

But there is a wide spectrum in what these policies look like, how much flexibility employees are given and a common theme emerging that employees need to seek approval beforehand due to the many tax and legal challenges of allowing longer trips.

In the below article, we take a closer look at these remote work policies and examine how many days these top companies allow their employees to work overseas, provide links to those policies where they are publicly shared and examine how attractive they are from a talent retention and attraction perspective.

Work From Anywhere Jobs: The Companies Allowing Work From Anywhere

The single most important thing to understand when remote working is your tax residency. When you become tax resident in a country, this usually means you need to pay taxes in that country. 

You can find more resources below.

Individuals