Impatriate employees
Globalization is leading an increasing number of companies to expatriate their employees and/or to recruit abroad the talents required for their development.
To attract foreign competences to France, the public authorities have set up favourable provisions; they help the companies to support the extra costs caused by international mobility.
Our primary concern is to set up a package that guarantees a “net in pocket” deal for the employee, by optimizing the social and tax costs of his mobility.
Our answer
Lamy Lexel helps you to prepare organisation charts that secure and optimize your social costs (salary, social security contributions, benefits) and the personal tax costs of your employees.
Generally, we recommend:
- an audit of the global salary packages existing for the employees already impatriated, with optimization recommendations
- an analysis of the situation of the employee to be impatriated, so as to choose the best adapted social coverage
- the determination of the global amount of remuneration to grant to the employee, taking into account the differences between the home country and the host country (cost of living, amount of taxes…)
- an analysis of the different elements of remuneration provided for in order to benefit from tax breaks
- a social and tax optimisation allowing costs to be reduced for the company, while guaranteeing the same “net in pocket” deal for the employee
- the setting up of systems limiting the tax cost for the employee fulfilling brief assignments abroad
- the formalisation of agreements through a contract of employment, so as to take advantage of benefits or exemptions
