Slack from Sicily. App development in Abu Dhabi. Time sheets from Thailand.
Work-from-anywhere policies and digital nomad visas have created a wealth of opportunities for remote work and shifted immigration and mobility choices from the employer to employee.
But as countries promote their digital nomad visas—28 and counting, according to the OECD—the tax rules have not always caught up, leaving employers, employees, and independent contractors to determine their tax liability.
“You have all these burdens from a tax and legal perspective that if you don’t take this into account, you might have a really big problem for your company,” said Ana Vieira, senior director of finance, tax and accounting for the employment solutions company Remote.
Employers, especially technology companies, feel compelled to allow remote work to attract and retain talent. Gartner, Inc., a research and advisory firm, predicted in 2021 that by the end of that year 51% of knowledge workers worldwide expected to work remotely. Gartner also found that organizations that wanted a full return to the office risked losing up to 39% of their workforce.
But the true nomad worker—moving every few months from place to place—is more dream than reality.
Many businesses adopt the same practice, offering employees up to 90 days of international work per year in an effort to avoid tax and visa issues...
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