There's a clean mapping between these most-common MNC practices and functions built into Worldly's platforms.
Let's highlight the most important ones.
Your employees receive the same effective tax treatment domestically or abroad; you pocket the difference when it's a lower tax region.
This is handled automatically on our
Your global talent receives equivalent or typically increased benefits over domestic employees.
The benefits typical to assignees are laid out and managed through policy documents.
Employees can review and manage benefits in the
No employment termination or re-hiring is required at any time, and assignees generally stay on home social.
We use EOR, GEC, and secondment practices so the relation between your organization and your global talent doesn't change.
For home social we help procure certificates of coverage.
Cost targets are created through policy documents.
The platform gives financial snapshots, including costs per employee, team or policy; exceptions; and expected tax credits and deductions.
This makes compensation collection a non issue.
Central keeping of all payroll and HR data, segmented by teams and policies.
Data anonymization and safeguards in place.
We procure appropriate visas through our entity network. Expedited and preferred options are available for skilled talent and executives in certain destinations.
Long term clients have access to ICT mobility.
double or excess taxation
risk. Optionally eliminate all risk and elect to manage a PE.
The Worldly Team