Remuneration planning is more important than ever given the various work options currently available to employees. Global work now often extends beyond short or long term cross border assignments to remote working, hybrid arrangements, and foreign country projects that are completed by workers who remain in their home country. The current global skills shortage in many countries and industries means employers need to be open to a wide range of working arrangements to attract the talent they need.

In this video Jane Wood of RSM Australia and Kenny Ransquin of RSM Belgium advise on how to build an effective global remuneration package. They consider the terms and conditions of the assignment, the tax residency status of the employee, whilst balancing the complexity of home and host country tax regulations. The multiple work options that are available to people working at home or in their offices in almost any country around the world, all bring different tax considerations, many of which regularly change as tax rules are continuously updated globally to adjust to the new reality of remote work .  

Jane and Kenny share their views on the key issues to consider  when providing share and stock options for global employees. These include the importance of planning early, drawing on cross border expertise, and balancing conflicting objectives for a consistent global policy that is open and adaptable to local variations where cost savings can be maximised.