Global Mobility

In the internationally focused environment we are working in it is essential to consider Global Mobility issues when hiring staff from overseas, those requiring Australian work rights and inviting international academics to the ³ÉÈË´óƬ for short or long stays or in the planning stages of a project which might involve staff living overseas for extended periods.

The Staff Immigration and Mobility team can support you to understand what the implications are of any international assignments from an inbound and outbound perspective. We can provide information or procure professional advice on what the compulsory compliance requirements are for immigration, taxation and insurance for the University and the staff member or visitor in Australia and any relevant overseas locations.Ìý We can facilitate and support these arrangements through contractual terms, payroll arrangements and tax legislation ensuring the success of international staff recruitment and international staff mobility.

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Inbound

Our team provides support to both new hires and existing staff, engaged in positions eligible for employer sponsorship, who do not already have work rights in Australia and require Australian work rights to commence and/or continue in the position. The University is an approved sponsor with the Department of Home Affairs to sponsor both new hires and existing staff for temporary and permanent residency visas.Ìý We can also provide guidance on employer sponsored visas for academics visiting the ³ÉÈË´óƬ on a short- or long-term basis and other visa types.

For further information please click here to the Immigration page.

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Outbound

When you start to plan a venture or program which might mean staff travelling or moving overseas for extended periods of time it is essential that the Immigration and Global Mobility Team is involved at an early stage in order to provide or procure advice on what the implications are from a taxation, immigration and insurance perspective for the University and for the staff involved. It can take some time to collect all the relevant information to enable us to facilitate overseas employment which may cause delays to your planned program.

Contact the HR Immigration and Mobility Team via globalmobility@adelaide.edu.au or our contact page via this link.

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Frequently asked questions

  • Can I work/have an employee work overseas in conjunction with taking periods of Annual/Long Service Leave?

    You may be able to work for a short-term period whilst travelling overseas during leave, however as there are a number of factors for consideration relating to employer obligations including appropriate treatment for remittances of taxation, social securities, pensions and workers compensation, which covers the basics, each request needs to be assessed on a case-by-case basis.

    If HR does not have advice on file relating to the requested country/ies, or within a recent timeframe, it is likely professional advice will need to be sourced from an external taxation/global mobility provider, which will be at the cost of the local area.Ìý A quote or indicative costing will be provided for approval prior to progressing the request.

    Upon receipt of a remote work request, where the request is to work remotely offshore, the HR Immigration and Mobility team will liaise with the Faculty/Branch as well as the relevant HR Advisor to seek approval before providing further information.

    Consideration also is to be given to whether this arrangement may create a Permanent Establishment (PE) to the University in the host country.

    Any time an employee works remotely outside of Australia, there is a risk to the University, that the employee’s work may create a PE for the University. ÌýThe University lessens this risk by not having an ongoing presence in country, proving the University’s presence is sporadic, and the activities being performed.Ìý For further information, refer to the below question ‘What does the term Permanent Establishment (PE) and the University being at risk of creating a PE in an overseas country refer to?’

    Please email globalmobility@adelaide.edu.au with your enquiry, in the first instance.

  • Can I engage an employee to work remotely outside of Australia for the duration of their contract of employment?

    Each request needs to be assessed on a case-by-case basis by the HR Immigration and Mobility Team, and for the HR Team to liaise with the Faculty/Branch to discuss options and seek approval.Ìý When making a request to work remotely, please advise us if the individual is a citizen of, or holds valid working rights in the country you are requesting they work from.

    ÌýIn assessing each individual request, it is important that we understand the both the risks and compliance to the University in approving a request such a request.Ìý The compliance and risks including reporting to relevant overseas authorities in the applicable country, in addition to taxation, social security, pensions and workers compensation.Ìý Consideration also is to be given to whether this arrangement may create a Permanent Establishment (PE) to the University in the host country.

    Any time an employee works remotely outside of Australia, there is a risk to the University, that the employee’s work may create a PE for the University.Ìý The University lessens this risk by not having an ongoing presence in country, proving the University’s presence is sporadic, and the activities being performed.Ìý For further information, refer to the below question ‘What does the term Permanent Establishment (PE) and the University being at risk of creating a PE in an overseas country refer to?’

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    Please email globalmobility@adelaide.edu.au with your enquiry, in the first instance.

  • Can I engage an offshore contingent worker?

    Please refer to FAQs provided in relation to Engaging offshore contingent workers, found on the Contractor Management page, via this link.

  • What does the term Permanent Establishment (PE) and the University being at risk of creating a PE in an overseas country refer to?

    Any time an employee works remotely outside of Australia, there is a risk to the University, that the employee’s work may create a PE for the University.Ìý The University lessens this risk by not having an ongoing presence in country, proving the University’s presence is sporadic, and the activities being performed, do not include those in the following list, which are disallowed:

    • Concluding contracts in the name of the ³ÉÈË´óƬ;
    • Holding a leadership position;
    • Reporting to an employee located outside Australia;
    • Establishing a ³ÉÈË´óƬ office location (i.e. any employee working remotely must be doing so from a private address)
    • Providing domestic services in the host country;
    • Generating revenue; and/or
    • Undertaking sales/advisory/consulting duties.

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    If a host country declares that the university has a PE, the university would be liable for corporate taxes in the host country.

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