Owner managed businesses – global mobility, talent attraction and retention
James K Smith · Posted on: May 29th 2025 · read
Global mobility used to be perceived as a concept exclusive to the largest multinational employers. However, with technological advancements and evolving work expectations, it has become essential for almost all employers. So, how can owner-managed businesses leverage global mobility to enhance their operations?
Global remote working – an employee proposition
Employees view the opportunity to work remotely for a limited time as an exciting prospect. This flexible approach provides considerable advantages, such as the chance to spend more time with family, improved work-life balance, and heightened loyalty to an employer. In recent years, we have witnessed significant growth in this area, with many employers establishing formal short-term remote working policies.
With appropriate structuring and risk mitigation strategies, the advantages are huge – however, this structuring is crucial. Without it, employers may inadvertently breach local employment regulations (e.g. does your employee acquire employment rights in the remote work location); immigration laws (e.g. does your employee have the legal right to work there), or create unintended reporting obligations (e.g. a payroll or other tax/social security liability).
Action: if you’re looking at flexibility in this area we’d recommend advice on policy implementation is taken early.
Global remote working – international hires
"hiring international employees provides access to a broader talent pool, potentially at a cost advantage. This diversity enhances creativity and innovation within the business with new employees bringing different perspectives and experiences which help businesses expand their reach globally."
When hiring employees to live and work outside the UK, employers should be aware that they may trigger additional compliance obligations. This may mean that employment contracts need to be compliant with local employment law, requirements to setup and operate payroll as well as risks that an international employee creates a corporate presence in that location (e.g. having to file local corporate tax returns).
Action: our biggest advice is to budget and plan; whilst hiring internationally has some great advantages, businesses often forget the complexities and additional budget considerations needed.
Retaining the entrepreneurial spirit
Owner managed businesses develop and thrive with entrepreneurial efforts of the business and its leaders. Integral to this is the culture of a collaborative and close-knit workforce. Many international hires fail due to a lack in engagement with the ‘home’ culture and spirit.
Action: it’s therefore vital that business focus not only on their compliance but also integrating their international workforce into their domestic one. Technology advancements are an enabler here, but as part of any international hiring process, ensuring that the whole business is behind the policy (HR, business leaders and wider teams) is key.
The competition for talent is intense. Owner-managed enterprises need to compete not only with larger businesses but also with other local businesses. While globally mobile employees can bolster an competitive advantage, they need careful management to address the complexities they create. It’s therefore essential to seek guidance early in the process!
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