If, in more than one country, the pensioner has to contribute to social security or has to contribute globally to a higher amount than if he is in his country of origin, the employer must check whether he has to bear these additional costs on behalf of the worker. Beyond the dilemma of contributions, the employer must also decide how to manage the situation in the event of the expatriate`s loss of benefit rights as a result of the intervention abroad. To understand the complex situation that can exist when a worker is sent abroad – based solely on the cost of social security – look at Figures 2 and 3 below, which show workers` or employers` social security contributions as a percentage of income in a number of home countries. The charts use USD 150,000 and the corresponding monetary value in each country. ** Spain and Portugal are subject to both a bilateral agreement and the social security treaty of the Ibero-American organization. The main prerequisite for obtaining social security benefits in retirement is the contribution to a plan. In some cases, old-age pensions require the worker to have contributed to the social security programme and to have worked in that country for a certain period of time. The latter point concerns multinationals which, due to the unique consequences of an international operation, compensate for the financial profits or losses of the expatriate due to the unique consequences of an international operation, which entails an additional financial burden if they fulfil the worker`s social security obligation as part of their expatriate policy. In addition, the tax legislation of the host country may consider such a payment by the employer as a taxable compensation for the transferee, which further increases the overall financial burden of the company.
The UK has agreements on national insurance and benefit entitlements with the following non-EEA countries: What complicates the task of an expatriate administrator are the multiple combinations of countries that do not have agreements. No deal can result in a heavy financial burden for multinational employers, for example.B. if a company sends a U.S. expatriate to Brazil. . . .