This section captures essential employee identification and relocation logistics to establish the foundational data for cross-jurisdictional workforce mobility assessment.
Employee Full Legal Name
Employee Identification Number
Current Department/Division
Current Job Title/Role
Length of Service (in months)
Current Primary Work Location (City, Region)
Destination Jurisdiction (State/Province)
Destination City/Municipality
Relocation Type Classification
Permanent Residency Change
Temporary Assignment (6-12 months)
Temporary Assignment (13-24 months)
Rotational Assignment (2-5 years)
Project-Based Mobility (under 6 months)
Will the employee maintain a residence in the current jurisdiction?
Explain the dual-residency arrangement and expected time split between locations:
Proposed Relocation Effective Date
Expected Return Date (if temporary)
Accompanying Family Members & Dependents: Complete the table below for all individuals who will relocate with the employee. This impacts tax residency thresholds, benefits eligibility, and immigration requirements.
Accompanying Persons Registry
Full Name | Relationship to Employee | Date of Birth | Requires Work Authorization? | Requires Benefits Enrollment? | Special Accommodations/Notes | ||
|---|---|---|---|---|---|---|---|
A | B | C | D | E | F | ||
1 | Spouse/Partner | Yes | |||||
2 | Child (Under 18) | Yes | |||||
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Has the employee secured housing in the destination jurisdiction?
Outline corporate housing support required (temporary accommodation, lease assistance, relocation allowance):
Estimated Monthly Housing Cost in Destination
Requesting Cost-of-Living Adjustment (COLA) or Location-Based Salary Modification?
Justify the COLA request with market data references and calculate proposed adjustment percentage:
This section evaluates potential corporate tax nexus creation, permanent establishment risk, and payroll withholding obligations in the destination jurisdiction. Incomplete assessment may result in corporate tax liability and penalty exposure.
Will the employee have authority to sign contracts or negotiate deals while in the destination jurisdiction?
Describe the nature and frequency of contract-signing authority to assess permanent establishment risk:
Will the employee maintain a dedicated corporate office or permanent workspace in the destination?
Specify address, lease terms, and whether location is publicly advertised as corporate presence:
Does the destination jurisdiction require separate business registration for remote workers?
Detail registration requirements, timeline, and responsible corporate entity:
Corporate Tax Nexus Risk Level (Preliminary Assessment)
Minimal Risk (no PE triggers)
Low Risk (monitoring required)
Moderate Risk (registration recommended)
High Risk (PE likely, tax advisor required)
Critical Risk (immediate action mandatory)
Will the employee remain on home jurisdiction payroll or transfer to local payroll entity?
Explain the shadow payroll arrangement and withholding obligations for home vs. host jurisdiction:
Are there social security totalization agreements between current and destination jurisdictions?
Describe dual social security contribution exposure and estimated cost impact:
Identify all jurisdictions where payroll withholding registrations are required due to this relocation:
Does the company have an existing tax equalization policy for mobile employees?
Summarize the policy coverage and calculate estimated gross-up cost for this relocation:
Tax Cost Projection & Budget Impact
Tax Category | Estimated Annual Cost | One-Time Setup Cost | Probability (0-100%) | Risk-Adjusted Cost | Cost Mitigation Strategy | ||
|---|---|---|---|---|---|---|---|
A | B | C | D | E | F | ||
1 | Corporate Income Tax (PE Risk) | $0.00 | $15,000.00 | 25 | $3,750.00 | Limit contract authority, use hoteling | |
2 | Payroll Tax Registration | $3,500.00 | $5,000.00 | 100 | $8,500.00 | Register before effective date | |
3 | Social Security Duplication | $12,000.00 | $0.00 | 60 | $7,200.00 | Apply for certificate of coverage | |
4 | $0.00 | ||||||
5 | $0.00 | ||||||
6 | $0.00 | ||||||
7 | $0.00 | ||||||
8 | $0.00 | ||||||
9 | $0.00 | ||||||
10 | $0.00 |
Has a corporate tax advisor reviewed this relocation plan?
Justify proceeding without tax advisory review and outline risk acceptance protocol:
This section ensures compliance with destination jurisdiction labor regulations, assesses benefits portability constraints, and evaluates overtime eligibility changes that may affect total compensation structure.
Will the employee require a new employment contract governed by destination jurisdiction law?
Specify mandatory contract clauses (probation period, notice period, severance, restrictive covenants) that differ from current contract:
Labor Law Complexity Assessment: Rate the following regulatory dimensions based on destination jurisdiction requirements
Fully Aligned with Current | Minor Adjustments Needed | Moderate Policy Changes | Significant Compliance Gap | Complete Policy Overhaul Required | |
|---|---|---|---|---|---|
Minimum wage and salary threshold compliance | |||||
Working time regulations (daily/weekly limits, rest periods) | |||||
Annual leave entitlement and accrual rules | |||||
Public holiday obligations and premium pay | |||||
Parental and family leave provisions | |||||
Termination notice periods and severance pay | |||||
Worker council/union consultation requirements | |||||
Data privacy and employee monitoring restrictions |
Will all current benefits (health, retirement, insurance) remain portable to the destination jurisdiction?
Identify non-portable benefits requiring local replacement
Health/Medical Coverage
Retirement/Pension Plan
Disability Insurance
Life Insurance
Stock Options/Equity
Wellness Programs
Transportation Subsidies
Detail local health plan enrollment process and coverage gap mitigation:
Explain local retirement scheme enrollment and vesting schedule:
Does destination jurisdiction have statutory 13th/14th month salary or mandatory bonus provisions?
Calculate annualized compensation impact and budget adjustment required:
Overtime Eligibility Classification in Destination
Exempt/Non-Eligible (no overtime pay)
Non-Exempt/Eligible (standard 1.5x rate)
Highly Regulated (2x rate, daily/weekly caps)
CBA Determined (union agreement)
Undetermined (requires legal opinion)
Will the employee supervise direct reports in the destination jurisdiction?
Describe supervisory scope and potential co-employment or PE risk:
Summarize required modifications to company policies (code of conduct, anti-harassment, leave management) to align with destination labor law:
Are there collective bargaining agreements or sectoral unions applicable to this role in the destination?
Detail union notification requirements, CBA terms affecting compensation/hours, and consultation obligations:
Overall Labor Law Compliance Risk Rating (1=Low, 5=Critical)
This section verifies data protection compliance, assesses cybersecurity risks associated with cross-border remote work, and ensures IT infrastructure readiness for secure connectivity from the destination jurisdiction.
Corporate IT Asset Inventory & Encryption Status
Device Type | Asset ID/Serial Number | Contains Corporate Data? | Full Disk Encryption Enabled? | MDM/Remote Wipe Configured? | Data Classification Handled | Approved for Cross-Border Transport? | ||
|---|---|---|---|---|---|---|---|---|
A | B | C | D | E | F | G | ||
1 | Laptop Computer | IT-ASSET-8847 | Yes | Yes | Yes | Confidential | Yes | |
2 | Mobile Phone | IT-ASSET-8848 | Yes | Yes | Internal | Yes | ||
3 | External Hard Drive | IT-ASSET-8849 | Yes | Yes | Restricted | |||
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Will the employee access Restricted or Highly Confidential data from the destination jurisdiction?
Specify data types and justify business necessity for cross-border access:
Does destination jurisdiction impose data residency or localization requirements?
Identify affected data categories and outline technical measures (VPN routing, local servers) to ensure compliance:
Network Connectivity Method (select all that apply)
Corporate VPN with Split Tunneling
Corporate VPN without Split Tunneling (Full Tunnel)
Zero Trust Network Access (ZTNA)
Direct Cloud Application Access
Local ISP with No Corporate VPN
Mobile Hotspot
Is the destination jurisdiction subject to enhanced encryption export controls or technology transfer restrictions?
Detail export license requirements and IT asset configuration restrictions:
Security Control Verification: Rate implementation readiness for each control (1=Not Implemented, 5=Fully Operational)
Multi-Factor Authentication (MFA) for all corporate systems | |
Endpoint Detection and Response (EDR) on all devices | |
Regular security patch management (within 14 days) | |
Data Loss Prevention (DLP) monitoring active | |
Encrypted backup solution with offsite storage | |
Secure collaboration platform (approved for cross-border use) | |
Incident response plan covering destination jurisdiction |
Has the employee completed mandatory data privacy and cybersecurity training for remote international work?
Specify training plan and completion deadline before relocation effective date:
Describe the process for reporting security incidents or data breaches from the destination jurisdiction (including local authority notification requirements):
Will the employee use personal devices (BYOD) for corporate data access?
Detail BYOD security controls, containerization solution, and employee consent for remote wiping:
Overall Cybersecurity Risk Rating for This Relocation (1=Low Risk, 5=High Risk)
Final risk assessment and executive authorization. All identified issues must be mitigated or formally accepted before approval. This section requires dual sign-off from HR and Tax leadership.
Executive Summary of Relocation Business Justification:
Risk Register & Mitigation Status
Risk Category | Specific Risk | Severity (1-5) | Mitigation Plan in Place? | Mitigation Actions & Owner | Residual Risk Accepted? | ||
|---|---|---|---|---|---|---|---|
A | B | C | D | E | F | ||
1 | Tax | Permanent Establishment Creation | Yes | Legal: Limit contract authority | |||
2 | Labor Law | Overtime Eligibility Change | Yes | HR: Salary adjustment to exempt threshold | Yes | ||
3 | IT Security | Data Residency Violation | Yes | IT: Full tunnel VPN routing | |||
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Are there any outstanding compliance issues blocking approval?
List all blocking issues and required resolution timeline:
I confirm that all mandatory training, policy acknowledgments, and legal documentation will be completed prior to the relocation effective date
I acknowledge that this relocation has been reviewed for conflicts of interest, anti-bribery, and trade compliance implications
Proposed Authorization Effective Date
Required Review Date (for temporary assignments)
HR Business Partner Approval & Sign-Off
HR Business Partner Name (Printed)
HR Approval Timestamp
Corporate Tax Director Approval & Sign-Off
Corporate Tax Director Name (Printed)
Tax Director Approval Timestamp
Conditions, Qualifications, or Special Stipulations Attached to This Authorization:
IMPORTANT: This authorization is valid only for the specified employee, destination jurisdiction, and time period outlined above. Any material changes to the relocation terms require a new operational authorization form and fresh approvals.
To configure an element, select it on the form.