Short term assignments, often carried out by companies with projects in other countries, have associated work risks for both the worker and the sending company and the recipient.

Failure to strictly define the objectives of the displacement and the minimum conditions of stay and permanence can generate various inconveniences such as :

• In immigration matters, since the expiry of travel documents, visas (if necessary) and work permits would be affected.
• Social Security, as it would be necessary to reconsider the social security agreements of the destination country where the worker provides temporary services, so that it does not violate local regulations.
• Tax adjustment, both for the company that sends the worker and for the receiving company.
• General safety risks for the displaced.

This, apart from the economic expense of the extension of the trip and the permanence of the employee in an improvised way, which will undoubtedly have a real impact on the budget allocated to the entire project. To minimize these risks, it is vitally important to define and implement a short-term displaced workers program in the company.

This information is not in any way legal advice, serving only as an informative purpose. If you need professional services in the area of Global immigration and Mobility, please contact our firm.

 *It should be noted that the rules of any of the countries listed and the procedures suggested might change at any time without notice.