The internationalization of activities is a social and economic challenge which is sensitive for companies and their employees. Even though the European Union offers real opportunities of action for companies, the latter are weakened by hazards related to the economic and political context such as the Brexit or the French-German treaty. Furthermore, regardless of the nature of a geographic mobility, intra-group mobility, secondment or expatriation, when a transfer is initiated by the company and its employees, specific formalities are required in accordance with the applicable legislation and the migration policy of workers.
- Prior to the mobility: start a reflection on the optimization of the mobility regime to be adopted in order to best serve the common interests of the company and its employees, and organize the preconditions for the departure of the employee.
- During the mission: support employees in various administrative, legal and social benefits-related procedures (medical coverage, tax considerations, holiday management) and enable a rapid intervention in case of an accident abroad (safety and security of employees).
- After the mobility: reintegrate and strategically reposition the employee in his/her structure of origin or adopt the right reaction in case of a potential dispute.
Is expatriation more expensive than other programs of geographic mobility? » NO
Does the employee in mobility have to be attached to the social security system of his host country? » NO
Can an employee posted to France retain the provisions relating to working time and remuneration in his country of origin? » NO
Can the employee’s mobility affect his retirement and unemployment rights when he returns from his mission? » YES