When employees cross borders, but rights must follow
Relocare provides expert support in employment law and international postings, especially navigating the gap that often arises when an employee is hired in one country but temporarily works in another.
What applies when it comes to employment law?
Which country’s legislation governs the contract if an employee is based in one country but works in another?
How should vacation, public holidays, social security, and taxation be handled?
Should the employee be posted on a gross or net salary?
How do you structure contracts so that relocation allowances don’t automatically become part of the home contract—potentially giving the employee permanent rights to these benefits upon return?
Relocare has extensive global experience and is here to help. The examples below illustrate what we do—though no two cases are ever the same. Reach out if you’d like to learn more.
Which country’s employment law applies when your specialist is contractually based in Denmark but building wind turbines in Germany? Should vacation, public holidays, and pension contributions follow Danish or German rules?
The above answer can be based on time lenght of the project, but also who the real employer is.
If the real employer is based in Germany and the employee adds value on behalf of the German entity, there is likely a tax obligation in Germany.
If the real employer is based in Denmark a registration under the Posted Workers Directive can be needed and an A1 is always needed.
If an employee will work in the US a work permit is likely needed. Further a transfer of social security to the US and taxation in the US is also likely needed. What then happens to the employment contract in Denmark and is the company still responsible to withhold taxation in Denmark and pay ATP?
At Relocare, we turn complex questions into clear, legally sound answers—always with employee wellbeing and your business outcomes in mind.
Why HR managers choose Relocare
Want to avoid costly compensation due to incorrect holiday pay calculations?
Can you afford tax setup errors that result in double taxation—or debt recovery from foreign tax authorities leading to talent loss?
Can your employee start on Monday if the A1 certificate isn’t ready by Friday?
At Relocare, we work with trusted international experts who share our values—partners with excellent references and years of experience, often owner-led firms.
Relocare gives you the answers—and implements them.
Analysis & strategy – Mapping of home and host country, contract terms, and project length.
Compliance blueprint – Concrete plan for tax, social security, pensions, vacation, holidays, and work environment compliance.
Contracts & addendums – Tailored agreements with embedded relocation allowances, payback clauses, and exit scenarios.
Execution & support – We manage deadlines, authority registrations, and documentation—while you focus on business.
Ongoing retention – Regular check-ins with the employee ensure wellbeing, performance, and full compliance from day one to return.
We're here to support your next career move no matter your field or level of experience. Reach out today, and one of our specialists will be in touch shortly.
Relocare lives to provide a professional, high quality service that gives your company the best basis for attracting, selecting, onboarding, and retaining international employees
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