ITX INSIGHTS
Expand your understanding of Global Employment Companies
How GECs are becoming a cross-industry success story
One of the most enduring misconceptions about Global Employment Companies (GECs) is that they belong almost exclusively to the Oil & Gas sector. read more…
GEC Priorities for 2026
While Global Employment Companies continue to deliver strong value, Mobility leaders remain focused on fine-tuning efficiency, cost management, and alignment with business objectives. read more….
A critical step for GEC efficiency
The ITX 2025 GEC Survey highlights that while most organizations rely on sophisticated HR Information Systems (HRIS) alongside Global Mobility tools, read more….
Designing for Longevity and Agility In the rapidly evolving landscape of global mobility, one striking statistic emerges from recent industry research: organizations that implement Global Employment Companies (GECs) read more…
Expert Perspectives on Cross-Border Mobility In today’s highly interconnected world, Global Mobility has become a strategic driver of business growth. Yet, managing employees across multiple jurisdictions has never been more challenging. read more….
Elevating the GEC’s Strategic Value The message to Mobility leaders is clear: the GEC’s greatest value may lie not in what it does today, but in what it enables tomorrow. read more….
It is a common misconception, among HR and Finance professionals, that establishing a Global Employment Company (GEC) is merely a matter of setting up a new legal entity or re-purposing an existing subsidiary or branch in a chosen jurisdiction. read more…
Rethinking the GEC Question
What can an organization reasonably expect from a subject matter expert? Let’s think of a patient who regularly sees a trusted doctor for recurring, manageable issues: nothing critical, just the kind of things that get in the way of feeling fully well. read more….
A Legal Home for International Talent For many global organizations, the concept of “duty of care” has traditionally been associated with emergency response protocols, security briefings, and medical evacuations. read more….
Leveraging analytics for continuous improvement – As global mobility programs become more complex and diverse, so too does the demand for smarter, more adaptive approaches to keep them closely aligned to fast-changing business and talent strategies. read more…
Why Communication Matters in Global Mobility
Every day, Global Mobility professionals are expected to harness a wide range of competencies to perform their roles effectively. From a technical standpoint, they need to navigate immigration, tax, employment law, social security, compensation, international HR policies, costs, risks and more. read more….
Agility has become more than just a competitive advantage. In today’s unpredictable business, economic and geo-political environment, agility has become a necessity and a critical aspect of any operating model, including in Global Mobility. read more….
Unlocking the Full Potential of GECs for Strategic Talent Development Global Employment Companies (GECs) have quietly become a strategic asset for many multinational organizations. From supporting cross-border compliance to standardizing internal mobility, they are increasingly recognized read more…
Why the 2025 GEC Survey Matters Now More Than Ever
By virtue of working with a wide variety of organizations across all industries, ITX has a unique vantage point on current practices, common pain points, and emerging innovations in the field of Global Employment Companies (GECs). read more….
Technology as an Enabler: Keeping Control in a Complex Mobility Landscape Today’s Global Mobility professionals need to navigate and manage many complex and diverse challenges, including cost management, administration, compensation,
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Global Employment Companies (GECs) have traditionally been valued for their efficiency in executing mobility processes. While these results remain indispensable, read more…
Global Employment Companies (GECs) have become indispensable partners for organizations that deploy talent across borders. Their ability to centralize employment contracts. read more….
Global Employment Companies (GECs) occupy a unique position in the architecture of global mobility, and when it comes to advancing Diversity, Equity, and Inclusion (DEI), they deserve special recognition. read more….
Technology Infrastructure for Global Employment Companies As multinational organizations scale their operations across borders, the need to move talent efficiently and compliantly remains a top strategic priority. read more…
This issue of “ITX Insights” features an exclusive interview with Pierre-Yves Bigot, a leading expert in Global Employment Companies (GECs), with a wealth of experience in managing and optimizing GEC operations. read more….
What CFOs Can Gain from a Global Employment Company
In today’s globalized economy, managing international employees, whether they’re in traditional international assignments or working remotely, is a complex challenge. read more….
Enhancing the Employee Value Proposition
Beyond their administrative efficiency, GECs are increasingly being recognized as having the potential to be used as strategic enablers of talent retention. By aligning GEC strategies to talent objectives, GECs can contribute to read more…
Operating in remote locations presents both significant opportunities and complex challenges for multinational companies. For such remote locations, most Global Mobility policies would prescribe an “unaccompanied” assignment, often based on “rotations”. Rotational assignments are a common staffing model read more….
How GECs Handle the End of the Assignment Lifecycle
The conclusion of an international assignment marks a critical phase in the employment lifecycle of expatriates engaged through a Global Employment Company (GEC). Unlike traditional expatriation models, where employees remain on their home country contracts, read more….
In Q2 of this year, ITX will launch its 2025 GEC survey, to explore the latest trends and practices specific to organizations that use GECs. read more…
The decision to implement, or not to implement, a Global Employment Company (GEC) is highly consequential, requiring careful evaluation and strategic foresight. Conducting a thorough Feasibility Study is critical, read more….
As organizations continue to navigate the complexities of global talent mobility, Global Employment Companies (GECs) continue to emerge as a strategic solution with the potential to deliver many benefits, if properly designed and operated. However, despite their advantages, there are still companies that have yet to evaluate the potential benefits of adopting this model. read more….
On the first anniversary of the launch of “ITX Insights“, we reflect on a year filled with rich discussions and valuable perspectives into the evolving landscape of Global Employment Companies (GECs). read more…
This issue of “ITX Insights” features an exclusive interview with Nidia Knight, a leading expert in Global Employment Companies (GECs), with a wealth of experience and a reputation for innovation. read more….
One of the primary challenges faced by Global Mobility programs is the need to balance priorities that extend beyond the scope of the HR function. Deploying assignees and their families impacts various parts of an organization, including Operations, Tax, Legal, and Risk. For larger organizations, read more….
Despite the ongoing geopolitical uncertainties and economic shifts, businesses are still operating in an interconnected landscape. The global market is no longer defined by geographic borders alone. read more…
A common misconception in global mobility is that expatriates employed within a Global Employment Company (GEC) must always be compensated according to an international salary structure. read more….
Most organizations that adopt a Global Employment Company (GEC) model opt to establish a single GEC in a carefully chosen location, read more….
In response to the need for greater flexibility and scalability when moving talent across borders, Global Employment Companies (GECs) have emerged as a useful approach to streamline the management of international assignments. read more…
It is a common misconception that, ideally, Global Employment Companies (GEC) should be set up in a low-cost location. While cost is always an important consideration, in this article we reiterate the essential factors beyond cost that determine an optimal GEC location. read more….
Scalability refers to a business’s ability to grow and manage changes in demand without compromising performance or efficiency. A truly scalable model is designed for both expansion and contraction, ensuring resilience by matching operational capacity to current needs. read more….
The concept of working across borders virtually has been around for some time, but the COVID-19 pandemic accelerated its formal adoption in many organizations. This shift forced companies to reconsider how they manage employees working remotely. read more…
A common misconception in the world of global employment management is the belief that all employees hosted in a Global Employment Company (GEC) must be governed by a single global mobility and remuneration policy. This idea suggests that a one-size-fits-all approach to employee management can be efficiently applied across a multinational workforce under the GEC umbrella. read more….
When entering into an employment contract with a Global Employment Company (GEC), it is essential to ensure that the contract is carefully crafted to comply with applicable laws and meet the needs of both the employee and the organization. read more….
The traditional approach to Global Mobility usually includes the involvement of multiple local HR teams managing employees on international assignments, often leading to fragmented processes and varying levels of support. read more…
When considering the management of their Global Employment Company (GEC), many organizations are faced with the decision of whether to maintain their operations in-house or outsource them to a third-party provider. read more….
Global Employment Companies (GECs) have emerged as powerful tools to manage international talent and streamline global mobility processes, and to achieve better control and governance, read more….
Managing an international workforce involves overcoming a multitude of challenges. Balancing cost control with compliance, operational efficiency, and service delivery to employees, are all critical concerns that require careful consideration. read more…
There is a widespread misconception that organizations using a GEC employ this model for all their international assignees. In reality, a GEC is a strategic tool that delivers additional options and more flexibility to the organization, in cases where it makes sense to use it. read more….
As organizations contemplate the feasibility of establishing a GEC, the question often arises as to how to evaluate whether it is delivering value to the organization, once it is set-up. read more….
Considering the potential costs and risks associated with cross-border deployments, organizations cannot afford to have a dysfunctional Global Mobility framework. read more…
Establishing a Global Employment Company (GEC) is a strategic move that many global organizations consider, with a view to streamlining their Global Mobility programs. read more….
“Employment without establishment” refers to a situation where a business hires or deploys employees to perform work in a jurisdiction where the business does not have a physical presence or a formal legal establishment, such as a subsidiary or a branch, read more….
While global mobility plays a critical role in supporting international operations and talent development, it also presents significant challenges, particularly in the areas of governance and compliance. read more…
Global Employment Companies (GECs) are often assumed to be expensive, deterring many organizations from exploring their potential benefits. However, this notion is increasingly being challenged as more companies recognize the tangible cost savings and efficiency gains that GECs can offer, compared to traditional ways of managing global mobility. read more….
Establishing a GEC involves deciding which part of an organization will act as the employing entity of international assignees who are deployed across borders. Often, the choice of the GEC’s location implies the establishment of a dedicated subsidiary or branch, which would become the legal employer, read more….
In the complex landscape of international taxation, one of the key challenges for international organizations is the risk of creating a Permanent Establishment (PE) in foreign jurisdictions. read more…
In the domain of Global Mobility, Global Employment Companies (GECs) have often been assumed to be exclusive to specific industries such as Oil & Gas, Mining, and Engineering. read more….
Managing international assignments involves a complex labyrinth of considerations, with Social Security provisions standing as a cornerstone for both employees and employers. read more….
The choice of location for Global Employment Companies (GECs) has an enormous impact on its operational success, and also on the assignees and Senior Executives that the GEC employes. read more…
As we address the many myths and misconceptions surrounding Global Employment Companies (GECs), it is worth focusing on a persistent one. GECs are sometimes misunderstood as vehicles for tax evasion. read more….
One of the recurring questions that often arises when expatriates are employed by Global Employment Companies (GECs) is: Where do they need to pay tax? The answer, in short, is that tax obligations arise in any jurisdiction where an individual is considered a “tax resident”. read more….
Implementing a Global Employment Company (GEC) can be a strategic move for organizations aiming to streamline operations, enhance compliance, and drive efficiencies in their global workforce management. read more…
In the last issue of this newsletter (February 2024), we outlined the key differences between a Global a Employment Company (GEC) and an Employer of Record (EOR). read more….
Today’s Global Mobility professionals are expected to navigate many complex challenges, in an increasingly dynamic economic and geo-political landscape. Amidst the many complexities, there lies the critical challenge of navigating international sanctions. read more….
In the complex landscape of global employment, organizations often face critical decisions regarding the deployment and management of their workforce overseas. Two prominent models, the Global Employment Company (GEC) and the Employer of Record (EOR), offer distinct approaches. read more…
It is common to assume that GECs are used only by organizations with a very large number of assignees. In reality, this is not the case.
While it is generally true that organizations with large Global Mobility programs would benefit greatly by having a GEC. read more….
A GEC usually acts as the legal employer of the assignees, and therefore it needs to recharge all costs to the overseas location to which the assignee is deployed, including compensation, benefits, vendor costs, and more. read more….
As we step into the new year, it is insightful to reflect on the key practices and trends that shaped the landscape of Global Employment Companies (GECs) throughout 2023. read more….
It is a common misconception to think that Global Employment Companies (GECs) are becoming obsolete. As a matter of fact, GECs remain a vital and extensively utilized framework, particularly by some of the world’s leading international organizations. read more….
Many of the world’s leading organizations have already harnessed the power of Global Employment Companies (GECs) to effectively manage their expatriate workforce. read more….
On the first anniversary of the launch of “ITX Insights“, we reflect on a year filled with rich discussions and valuable perspectives into the evolving landscape of Global Employment Companies (GECs). read more…
This issue of “ITX Insights” features an exclusive interview with Nidia Knight, a leading expert in Global Employment Companies (GECs), with a wealth of experience and a reputation for innovation. read more….
ne of the primary challenges faced by Global Mobility programs is the need to balance priorities that extend beyond the scope of the HR function. Deploying assignees and their families impacts various parts of an organization, including Operations, Tax, Legal, and Risk. For larger organizations, read more….
December 2024
November 2024
On the first anniversary of the launch of “ITX Insights“, we reflect on a year filled with rich discussions and valuable perspectives into the evolving landscape of Global Employment Companies (GECs). read more…
This issue of “ITX Insights” features an exclusive interview with Nidia Knight, a leading expert in Global Employment Companies (GECs), with a wealth of experience and a reputation for innovation. read more….
ne of the primary challenges faced by Global Mobility programs is the need to balance priorities that extend beyond the scope of the HR function. Deploying assignees and their families impacts various parts of an organization, including Operations, Tax, Legal, and Risk. For larger organizations, read more….
