Mark Tirpak’s Post

Does your company have any equity non-compliance issues due to your mobile workforce? If you answer ‘yes’ to any of the questions below, you may have a tax withholding issue. • Do you have any international permanent relocations? • Do you have state-to-state transfers? • Do you have business travelers, remote workers, or hybrid workers? To learn why and how companies with mobile employees should conduct a thorough review of their tax obligations, read through our article. https://hubs.ly/Q027Tv9n0

Does your company have any equity non-compliance issues due to your mobile workforce? If you answer ‘yes’ to any of the questions below, you may have a tax withholding issue. • Do you have any international permanent relocations? • Do you have state-to-state transfers? • Do you have business travelers, remote workers, or hybrid workers? To learn why and how companies with mobile employees should conduct a thorough review of their tax obligations, read through our article here: https://hubs.ly/Q02m7VHG0

The recent shifts towards remote work have introduced significant challenges for businesses, especially regarding corporate tax and legal implications. Allowing staff to work remotely outside the UK can expose businesses to complex tax and legal liabilities. However, there are strategic approaches, such as Enterprise Management Incentive (EMI) options, that can help businesses manage these challenges while offering valuable benefits to employees. #ReedAccountancy #Accountancy #Finance #RemoteWork #Tax

The “next normal” of cross-border work is reshaping tax compliance for global financial services firms, particularly in payroll taxes. The EY 2023 Work Reimagined Survey highlights that 50% of knowledge workers prefer working one day or less per week in the office, while the EY 2024 Mobility Reimagined Survey shows that 98% of employers now track employee movements domestically and internationally. This shift toward flexible work arrangements introduces some challenges as governments implement the OECD’s Pillar Two global minimum tax project. Payroll taxes are typically deducted based on where employees reside or work, not where they are paid. This discrepancy means that if employees establish a presence in a jurisdiction unknown to the company, it could expose the business to unexpected taxes and create a permanent establishment for tax purposes. To mitigate these risks, FIs must adopt rigorous documentation practices for their workforce’s locations or leverage new tech to track and govern employee presence. A cross-functional approach with tax departments collaborating across the organization is key to tackling these issues preemptively. For a closer look at navigating the impact of remote work on BEPS 2.0, check out this recent outlook piece by Rachel D'Argenio, CPA, MBA: https://lnkd.in/ejYS2s9t

There are growing intricacies for companies who provide long-term incentive compensation. Before you offer equity awards to your mobile employees, there are questions you should consider to avoid complications. Where will the equity award be subject to tax? Does the timing of the equity award matter? Is your payroll system up to the challenge? Read the answers to these questions and more in our article: https://hubs.ly/Q025H-Z00

There are growing intricacies for companies who provide long-term incentive compensation. Before you offer equity awards to your mobile employees, there are questions you should consider to avoid complications. Where will the equity award be subject to tax? Does the timing of the equity award matter? Is your payroll system up to the challenge? Read the answers to these questions and more in our article: https://hubs.ly/Q025J29N0

In today's remote work landscape, small businesses need to understand global tax implications. With employees working from various countries, compliance can be especially complex. 💼💰 Read our guide on remote work taxes to learn more: https://lnkd.in/es3fXQh9 #remotework #taxcompliance #globalhiring

The recent shifts towards remote work have introduced significant challenges for businesses, especially regarding corporate tax and legal implications. Allowing staff to work remotely outside the UK can expose businesses to complex tax and legal liabilities. However, there are strategic approaches, such as Enterprise Management Incentive (EMI) options, that can help businesses manage these challenges while offering valuable benefits to employees. https://bit.ly/4aRnvTp #ReedAccountancy #Accountancy #Finance #RemoteWork #Ta

Compliance with Pillar Two introduces complexities in tax accounting, particularly with the management of a workforce that is increasingly adopting remote and hybrid work arrangements. It is crucial for companies to take into account the changing dynamics of employee movement and adopt a cross-departmental strategy. Proactive collaboration between tax departments and other areas of the business is essential for achieving success. Discover more below.

Businesses after the Pandemic disruptions of 2020 and 2021 are more and more choosing, or being nudged into a hybrid workforce, where staff members are working remotely from off-site home offices and sometimes from another state entirely. This can present a challenge for employers who now need to understand multi-state compliance as it relates to proper payroll practice. My payroll vault team knows multi-state compliance and if you're new to it--buckle up! Each state presents it's own criteria and hoops to jump through and if you need guidance, we may be a good option for you. #laborlaw #compliance https://lnkd.in/gwwb5G4V