Kat Theobald.
It is no secret that the internet, social media, and global employment have brought people and perspectives together like never before. This interconnectedness is transforming the way we live, work and interact with each other. Now, in 2025, in part thanks to flexible working policies, people can work from anywhere, and 42 per cent of employees now state that they would like to work abroad at some point. Similarly, a record number of people are choosing to remain in their country of residence but find remote employment overseas.
Businesses choose to employ individuals from around the world for multiple reasons, some of which include attracting and retaining top global talent, expanding into new markets, establishing temporary overseas project teams and enhancing diversity. Perhaps your business has experienced one of these or is considering it as part of your future strategy?
Whatever the reason for global employment, one thing is certain – it needs to be handled properly. Failure to do so could result in significant fines and penalties, which can ruin a company’s reputation, revenue and ability to recruit in the future. Employees on the receiving end can also be punished, through no fault of their own, and even be subject to deportation in extreme cases if visas are invalid, for example.
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