Empower your team to work from anywhere, without the compliance headaches

Helping start-ups to Fortune 500 companies safely deliver workations as a key employee benefit

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Compliantly Approve Workations in Seconds

Pre-Trip Risk Assessments

Quickly evaluate the compliance risks of temporary international remote work trips.


Tailor the platform to align with your company's internal remote work policies and thresholds.

Save Time and Resources

Eliminate the need for costly external tax and legal advisors saving days of research.

Talent Attraction & Retention

Offer flexible international work opportunities, a benefit that increases staff productivity and lowers attrition rates.

Remote work compliance.
We've got you covered.

Remote work 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.

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.

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How it works

Automate workation approvals

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.

Workation Approvals in Action

Want to know whether you should approve an international remote work request?

The Work from Anywhere

Work From Anywhere
White Paper

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

Frequently Asked Questions

When crafting a comprehensive Work From Anywhere (WFA) policy, there are several key considerations to ensure success and cross-functional buy-in. Our ‘Plug-and-Play Work From Anywhere Policy’ blog post outlines the following crucial factors:

  1. Policy Versus Framework Decision: Decide whether you need a rigid policy or a flexible framework, considering your company’s centralization and decentralization. A framework offers versatility, while a policy may provide strict guidelines.

  2. Identify your Work From Anywhere Risk Appetite: Determine your company’s risk appetite, taking into account factors like regulatory constraints. This step influences the number of WFA days allowed and the scope of countries eligible for WFA requests.

  3. Setting Guardrails – Number of Days: Define the number of WFA days allowed, considering your company’s culture and risk tolerance. Establish a traffic light system for countries, differentiating between automatically approved, case-by-case, and restricted locations.

  4. Roles Eligible for WFA: Clearly define which roles are entitled to work from anywhere, considering factors like regulatory restrictions, technology or data limitations, and specific job functions.

  5. Additional Considerations: Address other factors, including visa and right-to-work requirements, technology and data privacy risks, internet speed, duty of care, and insurance coverage.

  6. Approval Process: Develop a clear approval process involving line managers, HR, and global mobility teams. Consider using compliance technology to streamline administrative tasks and assess risks efficiently.

  7. Leveraging Technology Solutions: Explore technology solutions that align with your company’s budget and timeline. Choose between ‘plug-and-play’ or integrated solutions based on your company’s preferences and requirements.

  8. Marketing Your Policy: Develop a comprehensive internal and external marketing plan to communicate the policy, educate cross-functional teams, and integrate it into talent acquisition and employer branding efforts.

  9. Measuring Impact: Establish processes to measure the effectiveness of the WFA policy, focusing on key metrics and ROI. Avoid launching a policy without a strategy for ongoing evaluation and improvement.

  10. Launching Your Policy: Strike a balance between compliance and flexibility, considering the competitive landscape. Define compliance technology requirements early in the process to ease buy-in from senior management.

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 contractually hired 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 fee loading for pension and leave allowances, authorities may deem your company liable to pay these again.

The common triggers for contractor misclassification include:

  1. contractor does not have any other clients
  2. contractor is not allowed to subcontract to another party to complete the work
  3. contractor is performance managed and reports into a manager similar to other employees
  4. contractor uses company provided laptop
  5. contractor has an open ended contract


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.

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

Navigating Independent Contractor Misclassification Across Borders: A Comprehensive Guide

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

Hire From Anywhere describes the global mobility and talent acquisition strategy of hiring internationally while exploring alternative employment contract mechanisms other than direct employment via a company’s own legal entity.

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 the individual tax risks, social security risks, corporation tax risks and employment law risks, as well of the costs of employing each mechanism. 

If you hire staff via an independent contractor arrangement, you need to be careful that you don’t trigger contractor misclassification, in effect illegally treating an employee as a vendor and avoiding the need to pay legislated benefits and leave obligations. The common triggers for contractor misclassification include:

  1. contractor does not have any other clients
  2. contractor is not allowed to subcontract to another party to complete the work
  3. contractor is performance managed and reports into a manager similar to other employees
  4. contractor uses company provided laptop
  5. contractor has an open ended contract

If you are employing via an Employer of Record you need to be extremely careful you don’t trigger a permanent establishment risk. While EOR’s cover the employment compliance aspect of hiring an employee in a jurisdiction where you don’t have an entity, they do not cover you for the corporate tax compliance liabilities. Make sure to seek advice from a trusted tax expert before employing the services of an Employer of Record.

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.

You can read much more about Employers of Record in the article below.

Employers of Record: The Case For and Against

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.



Getting started with Work From Anywhere is simple. Reach out first by booking a demo and we can show you the capabilities of our solution to make sure it’s exactly what you’re looking for.

Completing a risk assessment takes all of 30 seconds once you know what you’re doing. Those speeds can’t be beaten! That’s why we’re the only solution on the market that enables immediate decision making. 

Ready for onboarding?

Great! We’re looking forward to welcoming you on the platform and can have you up and running in a matter of minutes. 

Our user-friendly interface and plug-and-play setup make it easy for you to explore various scenarios and receive valuable insights without any hassle.

The good news…we’re not expensive!

You will literally have an ROI in just a few searches when you consider we’ll save you at least $2.5k per assessment when compared with external tax advisors.  

The reason for this is that we’re a plug and play solution. Unlike other technology solutions that take weeks of training and hundreds of thousands in system integration costs to implement. All we need is a half hour onboarding call to help you set your company profile up correctly.  Easy peasy!

Feel free to check out our pricing page and don’t be afraid to reach out if you’d like a demo.


Work From Anywhere takes data security seriously. We employ robust security measures, including encryption, secure data storage, and avoid collecting any unneeded personal identifiable data so that we can protect your company’s sensitive information. Our platform adheres to industry best practices and complies with relevant data protection regulations, ensuring your data remains private and secure.

Our proprietary tax algorithm uses a mixture of dynamic and fixed data points to determine the tax risk.  We have a specialist in-house team that codifies the tax risks using up to date tax legislation from external sources that include paid tax databases, the World Bank, OECD and others to then calculate the corporation tax, payroll tax and social security risks for each country. 

We then overlay the user inputs (e.g. for different roles, country combinations, etc.) to dynamically adjust the risks and solutions.  Each country undergoes a full update on at least an annual basis and during the year is also updated for any material changes to tax legislation.

Immigration risks are incorporated using real time data feeds from the IATA Timatic API.  This is the most up to date immigration data in the world and is used by most airlines to assess your visa eligibility when you are flying internationally.

Digital nomad visas are sourced using country immigration websites and are updated as they arise, on at least a monthly basis.

Employment Law and Employer of Record algorithm inputs are updated using our own proprietary algorithm which itself is updated on at least a quarterly basis.