Europe
United Kingdom
Start by establishing whether the move changes the legal employer and whether TUPE applies. Employment continuity, payroll reporting and immigration need separate checks.
Read the country guideGLOBAL THINKING. LOCAL DETAIL.
The country changes the conversation.
Work location, employment arrangements and local rules shape the route. Start with these detailed guides, or include any country in your assessment.
Americas
United States
Build the US plan by employee state and by the actual relationship: direct employment, an EOR arrangement or PEO co-employment. Federal tax certification and state obligations are separate.
Read the country guide
Europe
Netherlands
Check whether the arrangement is direct employment, payrolling or another labour-supply model. Employee terms, payroll-tax responsibility, pensions and immigration sponsorship all influence the move.
Read the country guide
Europe
Switzerland
Swiss migrations need an early check of personnel-leasing permissions and the actual employing entity. Canton, nationality, permit type and social-insurance status can change the route.
Read the country guide
Africa
South Africa
Identify whether the move is a business transfer, a temporary-employment-service arrangement or a new direct employment relationship. Employment-law status and payroll-tax treatment require their own checks.
Read the country guide+
YOUR OTHER MARKETS
Somewhere else?
Add any country or territory to your roadmap. We make research gaps explicit and carry the right questions into your brief.
Include it in your assessmentYOUR NEXT STEP
Get the questions right.
Then make your move.
Build a country-by-country roadmap, without sharing your contact details.