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Also think about family members

In order to ensure that an employee's stay abroad is a success, it is important that all family members also feel comfortable with the situation abroad. In addition to a reliable relocation service, which also boasts international experience, it is essential to provide support on issues such as childcare, schools and recognition procedures, language courses and job searches on the part of a person's spouse or partner. In this case, the employee's housing situation must be taken into account twice i.e. where will the employee and his family live, and what will happen in the meantime with the apartment or house in the person's home country?
Organizational matters such as registering an employee's change of address, opening a bank account or an Internet connection at home can comprise a challenge if an employee is in a new country and does not speak the language there.

Permits, tax and insurance obligations

When an employee is sent abroad in order to establish a new branch office – and thus does not work as a salaried employee (under national law) at the target location, the issue of professional licensing may have to be clarified. A top priority is also clarifying issues relating to tax obligations – locally and in one's home country – as well as health and pension insurance. Is it possible (and necessary) to continue paying into the health and pension insurance system in one's home country? What about insurance obligations and potential benefits in the host country? It may also make sense for employees to take out private insurance. Accordingly, relatives, life partner, wife and children should also be taken into consideration with respect to insurance in case these people join the employee in living abroad.

 

Read more here about how Vienna attracts top qualified employees, due to its position as the world's most liveable city.

 

Source: Der Brutkasten

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