International teleworking; more than scroll

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Having already overcome the situations caused by the pandemic, companies now face an unexpected legacy such as the international employee telecommuting. Requests from employees to telework outside the countries in which their companies or workplaces are located have increased significantly, affecting most business sectors, although it is true that some such as technology, telecommunications, etc. They are being especially involved. In addition, to this new situation it is necessary to add the talent shortage at a global level that increases the need for certain companies to adopt urgent measures regarding international teleworking with the aim of not being deprived of that talent so necessary for the development of their activity.


Therefore, in many casos, companies accept applications Italy Telegram Number Data  from famous profiles digital nomads" with the goal of teleworking from anywhere in the world, unaware of the consequences, both individual and corporate, that may arise from that decision. In parallel, the institutions seem to be reacting to this dynamic and seek to attract these "Digital nomads" profiles with certain facilities and flexibility in immigration procedures or even tax advantages that they finish convincing them to settle in their countries. As an example, we have the recent approval in spain of the startup law, which, among other novelties, includes the telework visa and the possibility of opting for the special tax regime, known as the beckham law, for teleworkers who settle in spain. . For a company's commitment to international teleworking to be successful necessary which, first, se analyze the eventual implications that this situation entails.



This analysis should include aspects such as the tax, immigration, labor and social security regime and, furthermore, it is highly recommended that prior to displacement, since there are many situations in which the area to which the employee belongs has allowed a displacement to telework from another country without having the approval of their respective hr department, thus complicating regularization in the fiscal plane, displacement for a long period (for example 2 years), or even indefinitely to another country will entail in most cases casos the loss of tax residence in origin and the acquisition of tax residence in destination for the international teleworker.