Access to health care may also be affected and, if you are not a national of the country, it may also be a breach of immigration rules for you to work there. Failing to comply with the local employment regulations may result in claims for back taxes and fines from the local authorities, both for the individual and the University. This is because most countries, like the UK, expect employers and employees to pay tax and social security in the country where employees are physically working (even from a personal home address). While working at home is permitted in the UK, it is not permitted outside the UK. We recognise that as a consequence of the Coronavirus pandemic, and our new ways of working, many employees have been working at home. Guidance for staff travelling overseas on short term University Business can be found at Guidance for travel overseas. This guidance does not cover short term travel overseas (less than 3 months). The role of the HR Global Mobility Activity is to equip the University with a robust, seamless and future-proof global HR framework that will deliver service excellence and support the University’s international expansion in a compliant and cost effective way, contributing to the University’s reputation as a truly international institution. Employing staff overseas has some implications, which, if they are not addressed properly could put both the individual and the University at risk - see our issues to consider section for more information. This will include developing strategic partnerships with leading universities around the world, building upon our existing international partnerships and forging new relationships.Īs a consequence, a global workforce - which used to be the exception – is now gradually becoming more common. The University’s Global Strategy is to become a truly global institution by extending our presence, reach and impact around the world. Home Current staff Employment Global Mobility Global Mobility Purpose

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