The traditional mobility model of the 20th Century, where employers were required to coax their employees to venture out into the brave world and take on an international assignment is rare in today’s digitalized and globalized world. Indeed, employee mobility is no longer an issue faced by businesses only in special cases but has become a key component of their organizational structure and business model.
Businesses now seek to benefit from advantages of a more flexible and mobile workforce, and therefore fully optimize their internal HR supply chain. Businesses now need employees to be mobile, on shorter notice, for shorter periods of time, and not only for internal matters but also to serve client project needs and deliver on global contracts. Indeed, in today’s competitive landscape, a multinational must be agile and ensure that its workforce is in the right place, at the right time, with the right skills.
The use of mobile employees however raises HR legal risks of which employers need to be aware. Employee mobility is a key aspect of the European Union, given that freedom of movement for workers is one of the Union’s cornerstones. The European Union has implemented complex regulations and directives, and country specific rules must also be kept in mind in order to avoid legal issues with respect to the posting of workers and reputational risk. In this edition, we will explore these key challenges and issues.
EY Legal Services Contact:
Roselyn Sands – Global Labor and Employment Law Leader