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MOBILITY HR

Your International Partner

The turnkey solution for an efficient management of your international teams

About Us


Mobility HR is formed by a multicultural and multilingual team of experts in international mobility around the world, with more than 15 years of experience.
We support businesses to handle and optimise the management of their international staff and their global growth through our Global Employment Solutions, consulting, auditing, and immigration services.


Our Statement : : Make international mobility simple.
Our Concept : We're not finding clients for our solutions, but we're creating solutions for our clients.
Our Philosophy : Our teams have simplicity, freedom, openness, and professionalism with everything they do, from our customer approach to the finalization of our services, only the happiness of our customers makes us proud.
Our Integrity : We are fully transparent about the potential of success of each file to enable our clients to make informed decisions.


WE DO NOT FIND CUSTOMERS FOR OUR SOLUTIONS, WE CREATE SOLUTIONS FOR OUR CUSTOMERS

Services

Manage your international staff in flexibility with MOBILITY HR


Global Employment Services

Professional Employment Outsourcing Solutions
Employer of Record Services
Compensation & Benefits

Professional Immigration Services

Visa and Work Permit Applications
Resident Permit Applications
Dependent Pass Applications

Human Resources Services

Compliance Audits
HR Consultancy
HR External Department

International Mobility Management

Translations & Legalisations
Relocation
Expats Services

International Employer Hub (IEH)

Set up and implementation of your IEH
Administration and monitoring of the day-to-day operations of your IEH
Setting up contracts and conditions for your international teams


Partners Services

Services offered through MOBILITY HR certified partners


Outsourced HR Services

Outsourcing of the operational management of expatriates
Calculation of packages, advice on social protection and international taxation.
Drafting and auditing of International Mobility policies
Support for International Mobility managers when they take up their posts
Assistance in the recruitment of the I.M. manager
Interim management
Management of international payroll
Supporting managers and executives in negotiating their contracts abroad

International HR Consulting

Personalised support for the management of international transfers
Practical advice to optimise the management of your international employees
Analysis of your international HR management processes
Advice and assistance to payroll and recruitment teams
Advice to all HR professionals who must manage complex international situations

Training / E-Training Multilingual

Introduction to International Mobility
International Remuneration
International social protection
International taxation
Client-defined topics


Professional Employment Outsourcing (PEO)

Professional Employment Outsourcing is a solution that allows companies looking to expand internationally or develop their business
in a foreign country and recruit employees without having to assume the responsibilities of a legal entity


Our Methodology

Our PEO solutions are set up in 5 steps. We adapt our methodology to your needs.


Analysis

  • Identification of the type of mobility.
  • Guidance on legal requirements.
  • Optimisation of the remuneration package.
  • Mobility-related services coordination.
  • Suggestion of appropriate PEO solutions.

Implementation

  • Signature of the Mobility HR framework agreement.
  • Drafting and signing of local employment contracts.
  • Setting up the expatriation package (if expatriate).
  • Implementation of the Immigration Procedures (if expatriate).
  • Relocation assistance (if expatriate).

Onboarding

  • The collaborator's registration with the local authorities (social and fiscal).
  • Completion of the process of immigration (if expatriate).
  • Monthly payroll management.

Monitoring

  • Online access to the contract elements (Contract, payslips, ...).
  • Ongoing advices/ guidance during the contract (change of law, geopolitical situation, compliance, ...).
  • Emergency Management - Customer Service 24/7.
  • Follow-up on post-contract (closing of the local contract, declaration of local taxes, ...).

Feedback

  • Evaluation and improvement of processes efficiency.
  • Improvement of the customer experience.
  • Improvements to the proposed solutions.

Why Work With Us

With our one-stop solution, including more than 150 countries and 500 Experts, our goal is to simplify
the management of our clients' expatriates with one single objective: the satisfaction of our clients


Speed of operation

Express quote
Fast-track administration
Fast onboarding

Tailored Solution

Customised Solution
No minimums required
Flexible fees

Customer Support

Customer services 24/7
Multilingual team
Online file tracking

One-Stop Solution

Single point of contact
500 Experts in 150 Countries
One Framework agreement


Our Market Coverage

We cover more than 150 countries across 13 international executive offices
and a local presence in each country.


Africa

  • Algeria
  • Angola
  • Benin
  • Botswana
  • Burkina Faso
  • Burundi
  • Cabo Verde
  • Cameroon
  • Central African Republic (CAR)
  • Chad
  • Comoros
  • Democratic Republic of the Congo
  • Cote d'Ivoire
  • Djibouti
  • Equatorial Guinea
  • Eritrea
  • Ethiopia
  • Gabon
  • Gambia
  • Ghana
  • Guinea
  • Guinea-Bissau
  • Kenya
  • Lesotho
  • Libya
  • Madagascar
  • Malawi
  • Mali
  • Mauritania
  • Mauritius
  • Morocco
  • Mozambique
  • Namibia
  • Niger
  • Nigeria
  • Rwanda
  • Senegal
  • Seychelles
  • Sierra Leone
  • South Africa
  • Tanzania
  • Togo
  • Tunisia
  • Uganda
  • Zambia
  • Zimbabwe

AMERICA

  • Argentina
  • Belize
  • USA
  • Bolivia
  • Brazil
  • Canada
  • Chile
  • Colombia
  • Costa Rica
  • Ecuador
  • El Salvador
  • Guatemala
  • Honduras
  • Jamaica
  • Mexico
  • Nicaragua
  • Panama
  • Paraguay
  • Peru
  • Uruguay
  • Venezuela

ASIA

  • Afghanistan
  • Armenia
  • Azerbaijan
  • Bangladesh
  • Cambodia
  • China
  • Georgia
  • Hong Kong
  • India
  • Indonesia
  • Israel
  • Japan
  • Kazakhstan
  • Kyrgyzstan
  • Laos
  • Macao
  • Malaysia
  • Mongolia
  • Myamar
  • Nepal
  • Pakistan
  • Philippines
  • Singapore
  • South Korea
  • Sri Lanka
  • Taiwan
  • Tajikistan
  • Thailand
  • Turkmenistan
  • Uzbekistan
  • Vietnam

EUROPE

  • Andorra
  • Albania
  • Austria
  • Belarus
  • Belgium
  • Bosnia and Herzegovina
  • Bulgaria
  • Croatia
  • Czech Republic
  • Denmark
  • Estonia
  • Finland
  • France
  • Germany
  • Gibraltar
  • Greece
  • Hungary
  • Iceland
  • Ireland
  • Italy
  • Latvia
  • Liechtenstein
  • Luxembourg
  • Malta
  • Monaco
  • Moldova
  • Montenegro
  • Netherlands
  • North Macedonia
  • Norway
  • Poland
  • Portugal
  • Romania
  • Russia
  • Serbia
  • Slovakia
  • Slovenia
  • Spain
  • Sweden
  • Switzerland
  • Ukraine
  • United Kingdom

OCEANIA

  • Australia
  • Marshall Island
  • New Caledonia
  • New Zealand
  • Tonga

MIDDLE EAST

  • Bahrain
  • Egypt
  • Israel
  • Jordan
  • Kuwait
  • Lebanon
  • Oman
  • Qatar
  • Saudi Arabia
  • Syria
  • Turkey
  • UAE

Questions



1. What is the activity of a company specialised in PEO?

A PEO company is a third-party company that legally and administratively employs your staff and fulfils the legal and regulatory obligations relating to immigration, employment and payroll.
In essence, the company is the employer for record of your employee, but has no supervisory or management role in your employee’s activity. The original employer maintains the substantive employment relationship, making all decisions regarding compensation, job duties, plans and termination..
In detail, the PEO company:.
Handles the employee’s visa and work permit applications, either directly or by working with a specialist immigration firm..
Registers the employment contract with the local authorities, allowing for a compliant situation with the authorities..
Pay the income tax and social security contributions due based on your employee’s remuneration. Ensures compliance with the host country’s labour laws relating to local contracts and worker protection.

2. What is included in a PEO solution?

The solution includes two main services:
The “EMPLOYER of RECORD” (EoR) is a third-party contractor responsible for the management of the employment contract and all formalities related to it.
The “PROFESSIONAL IMMIGRATION SERVICE” (PIS) is a full range of services for expatriate professionals and employees who are going to work abroad. Services include visa, family visa, work permit and residence applications.

3. Who can benefit from a PEO solution?

This solution is equally effective for residents and expatriates as it is in full compliance with the laws of the host country. There is no reason to risk violating labour, tax, and employment regulations when there is a portage solution available in almost every country.

4. In which scheme can the PEO solution be very beneficial?

Hiring and employing a person in a country where you do not have a legal entity. Hiring staff in a foreign country where costs are prohibitive.
Hiring staff in a country where the practice of ‘remote payroll’ (done from the home country) is rarely allowed, especially for long-term assignments.
Sending an employee to develop a new market in a country where you do not have a legal entity. Sending employees on assignment to a country where you do not have a legal entity.
The reasons for using a PEO solution are mainly to overcome the regulatory and financial obstacles encountered when hiring employees in a foreign country. It is the perfect solution to ensure a legally compliant situation for your employees (local or foreign) and is certainly the most reliable and cost-effective solution to deploy employees abroad quickly.

5. Should the PEO be considered as one of the key solutions in the framework of an international expansion policy?

Hiring and employing a person in a country where you do not have a legal entity. Hiring staff in a foreign country where costs are prohibitive.
Hiring staff in a country where the practice of ‘remote payroll’ (done from the home country) is rarely allowed, especially for long-term assignments.
Sending an employee to develop a new market in a country where you do not have a legal entity. Sending employees on assignment to a country where you do not have a legal entity.
The reasons for using a PEO solution are mainly to overcome the regulatory and financial obstacles encountered when hiring employees in a foreign country. It is the perfect solution to ensure a legally compliant situation for your employees (local or foreign) and is certainly the most reliable and cost-effective solution to deploy employees abroad quickly.

6. Is there a minimum or maximum period for using a PEO solution?

At Mobility HR, the minimum is 3 months, with no maximum.

7. What is the minimum number of people needed to benefit from the PEO service?

At Mobility HR, there is no minimum, it can be used with one employee.

What are the stages and responsibilities in the implementation of a PEO solution?

STAGES YOU MOBILITY HR
Select the employee and agree on the basic conditions for the assignment (role, duration, salary).
Determine which visa or work permit your employee needs.
Draft an employment contract that complies with local regulations and meets your requirements.
Gather the necessary documents, apply for and obtain a work permit for your employee.
Register your employee in the social system of the host country.
Ensure compliance with all host country regulations, including employment, tax and salary regulations.
Manage the monthly payroll of your employee, prepare the payslip and inform the various administrations.
Manage the employee on a daily basis.
Answer any questions about employment, salary and taxes that you or your employee may have.
Keep informed on a daily basis of updates on changes in the host country’s legislation.
Renew the visa or work permit if necessary.
Decide to end the employment contract with your employee or our company.
Complete the administrative steps to terminate the employment contract and settle the payroll.

1. Does Mobility HR handle the immigration formalities related to the PEO solution ?

The Mobility HR solution always takes care of the immigration files of an employee with an PEO contract at Mobility HR.

2. Does Mobility HR sponsor work permits ?

Mobility HR can sponsor work permits in over 150 countries.

3. Does Mobility HR sponsor the work permit on behalf of a third party company ?

Under an PEO solution, Mobility HR must be the employer of record and manage the employee’s contract and payroll in the host country to obtain a work permit.
However, if you have your own structure in the host country and only want assistance with immigration procedures, this service is possible in a non-PEO framework.

4. Does Mobility HR use business visas for its PEO solutions ?

We try to minimise the use of a short-term business visa, as all employees will be issued with a valid work permit. This avoids any complications with the authorities around the overuse of business visas for multiple stays in the country.
In some countries, it is sometimes necessary to enter the country on a business visa if the presence of the applicant is required to initiate the work permit application from the host country.
In some cases, it is even possible for an employee to start working in the host country from the moment the work permit application is submitted.

1. Will Mobility HR be the local employer ?

We act as the official local employer in the host country through our local entities.

2. Is the staff in PEO solution employed under a local employment contract ?

In almost all cases, a local employment contract is required to meet the employment obligations and labour laws of the host country.
We draft an employment contract in accordance with the country’s regulations, including, where possible, any additional conditions you may wish to include.
We can also assist with the drafting of assignment letters, suspension of employment contracts, etc.

3. Is the employee covered by insurance ?

The employee will be covered by a national insurance scheme if this is compulsory, through social security contributions, as well as by any other insurance related to the employment contract required by the host country’s legislation, such as workmen’s compensation or health insurance.

4. Are there any options in terms of supplementary insurance ?

Yes, we can help clients provide their employees with a full range of supplementary or private insurance (travel, health, repatriation, family coverage, etc.).

5. Does Mobility HR manage the staff on a daily basis ?

Although the staff is legally employed through our company, we are only the employer of record . The day-to-day management of the employees’ working hours, methods and projects is always carried out by the client, who remains the principal.

6. Is Mobility HR responsible for ensuring that employees are compliant in the host country?

The client remains primarily responsible for the activity, conduct and situation of the employee in the host country.
Once the employee has signed the contract of employment, we, as the employer of record, are directly responsible for the employee, primarily regarding immigration, tax or labour issues related to the contract.
We inform our clients of the legal requirements of the host country, such as working time restrictions, annual leave entitlements, etc.

7. How are leave and other requests managed ?

Leave requests are managed and controlled by our clients as principals and forwarded to us for inclusion in the payroll.

8. Does Mobility HR inform its customers of changes in employment law related to the contract ?

We inform our clients of any changes affecting employees in the host country of the expected effective date, the impact on the existing engagement (if any) and the options available to mitigate the impact..

1. On which basis is the invoicing done ?

Mobility HR invoices monthly on the basis of the purchase order.
The purchase order is based on an offer that includes the salary simulation, the salary costs and the tariff conditions of our services.

2. What are the standard invoicing and payroll dates ?

Invoices are issued in Euro, USD or Sterling.
Information must be confirmed by the last day of the month.

  • Invoices are sent on the 15th of the month (M-1)
  • Invoices must be paid by the 20th of the month (M)
  • Salaries are paid by the last day of the month, but this varies from country to country.

3. Does Mobility HR provide payslips ?

Mobility HR provides payslips from the host country in accordance with its legal requirements.

4. Can the local salary be defined in a foreign currency?

In most cases we must pay employees in the local currency of the country and the salary has to be specified in local currency in the employment contract. If possible, the employee will be paid in the currency of his/her choice, considering the exchange rates and bank charges involved.

5. Can we modify the payment cycle ?

Mobility HR can process salary payments outside the normal payroll cycle, except in certain countries.

6. Can Mobility HR pay the salary in a country other than the host country ?

Mobility HR can pay salaries in a foreign country if the labour law of the host country allows it.

7. How are taxes and social security contributions handled for employees under a PEO solution ?

At Mobility HR, we manage employer, employee and tax charges in accordance with host country requirements. Employee income tax and social security are deducted (withheld) from gross salary in the monthly payroll process and remitted to local authorities as required. These deductions are declared on the employees’ payslips.
In countries where the employee is responsible for his or her own tax returns, we help employees calculate their taxes and submit their returns to the authorities.

8. How are business expense reimbursements handled at Mobility HR ?

We review the expenses and check whether they are taxable or not according to the tax regulations of the host country.
Non-taxable expenses are processed and reimbursed net of tax or charges.
Taxable” expenses must be “added” to the salary to be treated as part of the payroll and reimbursed after deduction of taxes and charges.

9. Can the client reimburse directly the business expenses of employees under a PEO solution ?

We recommend that expenses are reimbursed through our PEO solution but this is not mandatory in all countries.
If you manage the reimbursement of expenses to your employees yourself, therefore we will not be responsible for their proper management and compliance.

Contact


Lee View House,
South Terrace, Ballintemple,
Cork T12 T0CT
IRELAND
Thomas More Square,1,
4th Floor,
London E1W 1YN,
UNITED KINGDOM
Torre Emperador Castellana,
P.º de la Castellana, 259D,
28046 Madrid,
SPAIN

We have offices all over the globe

Estonia – France – Ireland – Spain – United Kingdom – Kenya
South Africa – UAE - Brazil - Mexico – USA – Hong Kong – Singapore

Privacy policy

MOBILITY HR is committed to preserving the privacy of every visitor to its website. Please read this privacy policy to understand how we use and protect the personal information that you provide to us. All references in this privacy policy: to the “website” refer to this website; to “we”, “us” and “our” refer to MOBILITY HR, and to “you” and “your” are to you, the user. By opening an account on this website or by sending your contact details to us by E-mail or otherwise, you grant us your consent to the collection, use and transfer of your information under the terms of this privacy policy.

When you visit or open an account on the website, you may be asked to provide certain information about your company or yourself, including your name and contact details. We may collect additional information about you from E-mails or other correspondence that you send to us, and we may also collect information about your usage of the website. Your information will enable us to supply to you the information or services that you have requested by opening an account with us or by sending an E-mail to us. We may also use your information to contact you for your views on our services, and to notify you occasionally about important changes or developments to the website or our services. We will also use and analyse information collected so that we can administer, support, improve and develop our business.

DISCLAIMER
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Any duplication, modification, or use of any material provided on this website, whether protected or copyright or not, for any kind of commercial purposes is strictly prohibited.
MOBILITY HR accepts no liability for any loss and damage, consequential or otherwise, incurred directly or indirectly due to the material on these pages. The information on this site is for information purposes only and is not intended as professional advice of any kind.

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