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Around the world, many employees have found themselves impacted by recent layoffs. Following a backlash across news outlets about how the change has made many people vulnerable, some companies are reconsidering their duty of care and have offered to help with immigration assistance to any employees working in the location under a work permit or visa. In most cases, individuals are granted a certain grace period, in which they are permitted to stay in the country for a certain timeframe before their immigration status changes. This grace period typically provides those impacted to find another job, or figure out their next move. However, in most cases, the reality is that many employees find themselves in the difficult position of needing to determine their immigration status and consider the next steps. We recommend speaking to an immigration expert for professional advice.Country ExpectationsUSAThe immigration system in the USA is one of the most complicated in the world. Whilst most categories have caps on the annual approved applications per year, other categories, such as the H1-B and the Diversity Visa (green card), are also based on a lottery system. Coupled with long wait times for appointments and difficult processes to switch visa types, the question of how to stay in the US after a layoff might be a priority for some, though it’s not a new problem. Whilst some organisations determine what degree of support they will offer recently laid-off staff in the US, immigration experts have taken to forums to provide details to outline possible extensions to the standard 60-day grace period and outline other routes, including routes to long-term settlement.CanadaSimilarly, layoffs for many of these companies have also had an impact on employees in Canada, with more than 3,500 people recorded as being made redundant since March 2022.  Advice on how to navigate immigration challenges ranges from temporarily transferring to a study permit to establishing a business to obtain a work permit.EuropeFor those impacted by the layoffs within Europe, it’s worth noting that EU Blue card holders have a 3-month grace period to find a new role, or risk having their EU Blue Card withdrawn. However, recent changes to the EU Blue Card process, mean that changing employers or relocating to another EU member state is easier for some candidates. Highly-skilled workers are now able to change employers and location under their EU Blue Card if they have been in the country for 1 year in some cases, and up to 2 years in other cases. However, for those who recently received a blue card, or are in one of the member states under a different permit type, the process may be more complicated and risky.ConclusionIn the global mobility industry, providing immigration and tax assistance after the termination of any kind has long been considered best practice to ensure compliance for the organisation as well as support employees. Across the world, there are a number of options available to help re-settle employees after a lay-off and to ensure adherence with local legislation.Centuro Global can help provide advice on what visa options may be available to you depending on your current location, and can also help in your application once you have figured out your next step. Please do not hesitate to contact us should you require any assistance.

The Kingdom of Saudi Arabia has launched an initiative called the Regional Headquarters Program (RHQ) to encourage multinational businesses to establish an official presence in Saudi Arabia. The purpose is to support, manage and provide strategic direction to branches, subsidiaries and affiliates operating in the region. What does this mean for companies that currently have their headquarters in another region? What opportunities does the regional headquarters programme provide to foreign companies?This article provides a brief overview of the Saudi Arabia RHQ program.What is the Saudi Arabia RHQ program?In an effort to increase foreign investment in Saudi Arabia, especially in the capital of Riyadh city, authorities have initiated a program which is designed to provide benefits to companies investing in operating their regional headquarters out of Saudi Arabia. It will also limit the capabilities of companies that do not choose to invest in this program.From 1 January 2024, international businesses without regional headquarters in Saudi Arabia may not be able to contract with agencies or institutions, nor have access to funds owned by the Saudi government. Companies who wish to apply for a business license to conduct business in KSA can do so and will benefit from several exemptions and fee waivers.Some believe this initiative is a move to compete with surrounding hotspot business cities in the Middle East such as Dubai whilst others suggest that the RHQ program forms part of the Kingdom’s efforts to diversify its economy away from crude oil, as per its Vision 2030 agenda, spearheaded by Crown Prince Mohammed bin Salman.Saudi government officials explain that the new policy is targeted at limiting the economic leakage and transfer of expertise, in an effort to increase spending efficiency, guarantee that primary government-bought goods and services originate from the Kingdom, and create employment for its youth.What are the incentives of the Saudi RHQ program?The policy comes with generalised incentives which include:Tax benefits, including a 50-year tax holidayImmigration concessions, such as a waiver to the quota system in Saudi nationals' employment10-year exemption from the “Saudization” regimeSpousal work permits and the age of dependents extended to 25 years oldWaiver of professional accreditation rulesVisa limit exemption and issuance accelerationEnd-to-end services (business, personal, and concierge)King Abdullah Financial District special economic zone with additional incentives (estimated Q1 2022)Government tendering after 2024Currently, Riyadh the Capital of Saudi is estimated to be home to less than five per cent of regional headquarters in the Gulf, despite having the largest local economy, population, and natural oil deposits. Whilst the program provides many benefits and opportunities, some questions remain as to what constitutes a regional headquarters and if it only applies to companies doing business with the government as well as those in the private sector.Our recent Centuro GEC 2022 event had an impressive lineup of panellists touching on Saudi Arabia’s significant reforms. The discussion touched on ways to foster growth, diversification, and ample opportunities for foreign investors and companies to boost private sector participation. Watch the full panel session below.What is the process for relocating to Riyadh?To apply for an RHQ License, businesses must provide the following documents:- Proof of legal presence in at least two different countries- Annual audited financial statements for the last fiscal year preceding the application date- The business development plan for the RHQBusinesses must also be prepared to commit to their RHQ delivering all the mandatory licensing activities outlined in terms of the RHQ Program, including a detailed business plan (including budget), Financial Reporting and Strategic coordination.So far, the launch of the RHQ programme has already had some success. Dozens of multinational companies have signed and are applying for licences to move their regional headquarters to Riyadh. These companies operate across diverse sectors including technology, F&B, consulting, and construction. Either way, Program RHQ is likely to have significant economic consequences on the Gulf region and will help to accelerate a foreign investment race between Saudi Arabia and the UAE, as both compete to attract foreign firms.Centuro Global has extensive corporate structuring experience to guide and assist foreign companies who intend to establish their RHQ in the Kingdom of Saudi Arabia. Don't hesitate to get in touch with us with any queries. We would be delighted to assist with the regulatory applications to obtain the RHQ License.Discover Centuro Connect. It is the ultimate tool for understanding Market Entry options, HR, Immigration, Legal Requirements, Tax & Accounting, and much more.

The Fifa world cup 2022 kicks off on Sunday, and many travellers will be preparing for their visit to Qatar. If you're planning to enter Qatar, or if you're there to cheer on your favourite team, there are a few important things to consider ahead of your trip. This article intends to highlight some travel tips for entering Qatar during the Fifa World Cup 2022.What to expect at the Qatar world cup 2022From fan zones to the Hayyaa Card, many fans will already be aware of what to expect when they enter Qatar for the Fifa world cup. However, for those who haven't yet looked at the entry requirements, we wanted to provide a brief summary below.What do travellers need to enter Qatar for the Fifa World Cup?Travellers are required to present their Hayya Card upon arrival, as well as will need to hold a valid passport in order to enter Qatar. According to the United Kingdom Government Authorities, British travellers are required to present a negative COVID-19 test result, via a PCR or rapid antigen test. It is also a requirement that all accommodation is booked in advance before travellers depart for Qatar. Travellers are encouraged to research the requirements relevant to which specific country they are departing from. For questions specifically related to immigration, we'd be happy to help. Please email hello@centuroglobal.com for assistance, or visit the official Qatar government website here.What is a Hayya Card?A Hayya card is a form of fan ID which is a requirement in order to attend the country any time between November 2022 up until the 23rd of December 2022. This is an entry requirement, even for travellers who are not attending the Fifa World Cup. To apply, visit the Hayya Portal, where main ticket holders can apply for specific access on behalf of family members or friends for example. There is a lot of detailed information about the Hayya card and the requirements for travellers. Travellers are encouraged to visit the official FAQ page here should they require more information.What are some of the main things to consider?Many attendees planning to visit Qatar have questions concerning emergency medical treatment, public transport as well as whether they may be able to drink alcohol. The UK government have put together 6 top tips for fans attending the tournament. They strongly encourage all travellers to get travel insurance. This will help to reduce the risk of high medical bills in case individuals require medical assistance. This insurance should cover all destinations, relevant medical needs as well as planned activities.It is also highly encouraged that fans are aware of the dos and don'ts concerning how to behave in Qatar. The laws and customs in Qatar are very different to those in the UK, and those in many other countries. Fans are encouraged to behave in a respectful manner and to follow the laws and guidelines set out by the Qatari Government. The rules and the availability for the consumption of alcohol are very different to most previous world cups. Limited alcohol consumption will be permitted, within specific zones and areas set out by the Qatari Government. According to an article by DW, Qatar's Supreme Committee is organizing the tournament has stated that "Alcohol is not part of Qatari culture but hospitality is, and so those fans who wish to consume alcohol during the World Cup in Qatar will be able to do so".There are expected to be fan zones surrounding the stadiums which will allow ticketholders to consume beer, however, this will be limited to before and after the games and beer cannot be taken into the stadiums themselves or onto the streets.Read the 6 tips outlined by the UK government here. We hope that all travellers who attend the Fifa World Cup 2022 have a wonderful visit and that the country they choose to cheer on has much success.

According to a June poll on LinkedIn, only 30% of the UK’s leadership roles are led by women. Whilst previously having an executive board that was 37.5% female, Deloitte UK announced on Friday 4th November 2022 that the company has cut half of its senior leadership team. The move will drop the female executive representation to 28.6% - lower than the national average.On a larger scale, Twitter has also announced that it has put through a round of mass lay-offs of approximately 50% of the total headcount, some 3,700 roles. The move, alongside the disbandment of Employee Resource Groups (ERGs), has disproportionately impacted Black and Latin employees who combined had previously made up less than 20% of the organisation.In fact, The New York Times reported that more than 100,000 tech workers have lost their jobs this year, according to Layoffs. The cuts include well-known publicly traded companies like Meta,  Booking.com, and Amazon to highly valued private start-ups. In the coming weeks, we are hoping to review the data on what the demographics of the population of staff made redundant may include. However, it is clear that the current tech talent bubble has burst, and many will feel the impacts of this.What does diversity and inclusion look like at a growing tech startup focused on accelerating the Global Expansion Industry?The Global Expansion Industry and Diversity and InclusionThe global expansion industry is perfectly situated to support diversity, equity, and inclusion. It enables companies to grow and succeed in new markets, access talent from every corner of the world, and create a global mindset through an “intrepreneur” lens. Successful expansion requires a market-entry analysis through which organisations must consider the cultural fit of their product or service with the local audience as part of their go-to-market strategy. Authors Aaron McDaniel and Klaus Wehage recently launched their book Global Class, which helps to outline and identify the steps needed to successfully enter new markets. They characterize the mindset and strategies of the world’s most successful companies and provide insights into what companies can do to scale globally by focusing locally.When building an organisation, having diverse teams helps support this analysis by sharing many voices and perspectives, and allowing for more direct access to global expertise. Ultimately, when considering any changes within the organisation, like the recent cuts and layoffs at many global organisations, it is also important to consider who will be impacted by the change and if there will be a disproportionate impact on team diversity. Whilst Twitter has removed the need for roughly 50% of its global positions, 90% of its jobs within India alone have been impacted, for example.Remote Work as a Diversity and Inclusion considerationThe pandemic accelerated the move toward remote working, making it a popular trend for companies globally. In a more globalised world, people are being hired across borders via Employer of Record solutions, and many companies continue to improve and diversify their remote work policies.However, some companies are also increasingly critical of the move to remote work. In mid-November 2022, just a few days after Tesla CEO Elon Musk acquired Twitter, he announced that they will be scrapping Twitter's remote working policy. Workers will now be expected to attend the office for up to 40 hours per week. The exemptions to this will require approval from Elon Musk himself.However, an important argument for the positive impacts of remote working is that it helps to alleviate excess stress for a large demographic of workers. For example, for many women, the opportunity to work remotely or to work from home helps to advance them in their careers. This is because it helps to remove some of the pressures of childcare options, and can help to reduce costs for many households. Additionally, many workers and employees benefit from not spending weekly fees on commuting.The accessibility of remote work also provides candidates with disabilities to apply for roles, as well as disadvantaged candidates who may not be able to afford high rental costs or transport costs into large metropolitan cities. Global expansion often leads to a diversity of thought through diverse teams, and when supporting a DE&I, it can have an influence on organisational culture and impact other businesses. The Global expansion industry also helps to accelerate the move to remote work and make it more accessible to global candidates.At Centuro Global, we value and celebrate diversity by sharing thought leadership featuring industry experts, challenging others, and creating a great and diverse work environment. We help to enable remote work and help companies to compliantly hire and manage global teams.Want to know more about us? Here is some of our representation:“I want to ensure that all of the Intrepreneurs, Dreamers and Innovators can share their spark and their ideas with the world, and show that it doesn't matter where you come from, it only matters where you are going.” – Zain Ali, CEO @ Centuro Global Expansion Conference 2022If you want to join our team – we’re hiring!At Centuro Global, we’ve been fortunate enough to go against the grain of 2022, and are actively growing. As a result, we are looking to hire multiple hungry, talented, driven people including:- A VP of marketing- VP of Enterprise Sales- Client Services Executives (immigration & global mobility, entity setup, tax experience)- Community Manager- Finance Manager / HRAnd more!Whether you’ve been unfortunately made redundant or have been impacted by the mass tech layoffs or you’re simply hungry for your next challenge, let’s have a chat. Interested applicants can share their CVs at hello@centuroglobal.com.

The only thing better than attending events? Experiencing it with your team. There is simply too much happening at any given time for one person alone to see and do — the more reason to attend with your team. Autumn is particularly busy in the event world but as we counted, between the team, we attended four events, all quite distinct from each other.Here is what we picked up, wearing versatile hats as delegates, exhibitors, and tech lovers.On The Future of Tech and Powerful Inspirational Stories: Web Summit 2022 Web Summit 2022 brought together more than 70,000 people – attendees, startups, speakers, media, investors, and everyone interested in tech. At this year’s Web Summit, there were 26 content tracks and 17 stages where every tech topic you can think of was discussed.  Here are some Key takeaways from the Centuro team who attended:Most companies are on an international expansion journey. Ranging from startups looking to hire remote workers, to larger companies with investment or large organic growth expanding to access new markets and clients from around the world.  The war for talent is real! A lot of companies are trying to solve this problem by offering more outsourced solutions. Or fit for purpose, integrated SaaS solutions.    Global payment providers are on the rise.  Governments are actively trying to attract growing start-ups to their country, through scale-up programs. The top ones are Hong Kong, the UK, Lithuania, Poland, Austria, and the USA.  Staying Ahead of Changes in Global Mobility: Worldwide ERC The 2022 Worldwide ERC® Global Workforce Symposium’s atmosphere reflected both the reinvigorated aspirations that the industry was waiting for after 3 years since the last event. Emily Stewart reports on how the Worldwide ERC’s global summit series stays ahead of changes in global mobility. In the sustainability forum, there was a lot of positivity around ESG changes in mobility. Whilst most of the conversation was dominated by the household goods shipping sector, opportunities for creative, sustainable solutions remain for the other global mobility provisions in the policy suite. Will the Metaverse remove the need for Global Mobility in the future? The sentiment around the room was that in-person people mobility will continue to exist, as individuals still want the experience of living in new environments and cultures. However, developments in the Metaverse may be used to enhance and improve some of the more emotionally challenging aspects of global mobility. Diversity, Equity and Inclusion are (unsurprisingly) experienced differently by different organizations. However, the resounding sentiment was that to date global mobility teams have been reactive in addressing DE&I needs to support individuals and their families when relocating. With many companies reviewing their policies, adapting their tone, and considering associated DE&I support needs from single requests, the hope is that going forward the GM function will become a proactive, strategic partner. Reconnecting with The International Legal Community: IBA Annual Conference 2022 The International Bar Association (IBA) Annual Conference is the leading conference for legal professionals worldwide to meet, share knowledge, build contacts and develop business. It serves to advance the development of international law and its role in business and society to provide members with world-class professional development opportunities to enable them to deliver outstanding legal services. While the Covid-19 pandemic led to predictions of a permanent decline in business travel, the queues of delegates lining up to enter the vast Miami Beach Convention Centre suggested international lawyers are more than happy to be back on the in-person conference circuit after a two-year break.Our CEO, Zain Ali, had the opportunity to meet and network in person with several legal members of the Centuro Global network as well as meet many new faces, alongside attending various sessions at the conference. With around 6,000 people attending from around the globe, the conference and associated networking events provided a valuable opportunity to connect and re-connect with people, give insights into the global legal landscape and the opportunities it presents for an international market, as well as exchange knowledge and trends from many jurisdictions, both new and well-known.Un Reunion de Global HR Leaders: Unleash Paris 2022 Finally, our Head of Global Alliances, Simon Ward, and Zain attended the world’s largest HR Tech conference, Unleash, in Paris. Bringing together global HR leaders, this was a showcase of the next wave of breakthrough technologies and global innovators changing the future of work. The team managed to connect with a number of our existing partners and clients as well as meet some great new innovators to add to the ever-growing Centuro Global community!Conclusion And that sums up the events we attended. While we won’t have weeks where we attend four events, we will be out and about in the coming weeks and months so be on the lookout for team Centuro Global. We also have our own events including the Centuro Global Expansion Conference 2023.Register today with your team and build lasting relationships with professionals in the global expansion community. Gain access to exclusive networking sessions, INT-X Awards ceremony, masterclasses, and much more. Click HERE for more information and to grab your tickets now! 

What is humanity’s top priority? Where are we as individuals in terms of our development? What do we value? What levels of consciousness do we mainly operate from?  Recently, the Future Investment Initiative (FII) Institute surveyed 130,000 people in more than 13 countries in collaboration with Ipsos. The survey comes at a critical time, discussing the highest priority for each segment of society as the world goes through extraordinary social, economic and geopolitical changes.From social to environmental to identity crises, people listed their fears and worries for the survey to rank. The social crisis, embodied in the rising costs of living, increasing social inequalities, and lack of social mobilities, came first with 50% of responders saying that is their top priority.  A close second for 40% of responders was environmental crises, from climate change to loss of biodiversity to water, air and soil pollution. In third place, 10% of responders stated that their top worry was an identity crisis linked to the difficulties of migrant integration, loss of traditional values and so on.  The survey also had another interesting finding where 70% of people in high-income countries were revealed to be pessimistic about the future while 70% of people in emerging countries were optimistic about it. Thus, it could be concluded that optimism and GDP growth in the past five years are correlated—which indicates that world leaders can achieve progress and improve the outlook of their citizens by attending to their priorities. The survey highlighted one specific pessimistic finding about work, which is that 54% of citizens believed that they are unable to save for their future.The survey, thus, provides a critical guide for policy and decision-makers everywhere, revealing the priorities of people of all ages, nationalities, and socio-economic standing.  The results were showcased and presented to leaders, policymakers, CEOs, Nobel Prize laureates, students, volunteers, academics, athletes, investors, and more at the Priority Summit in New York on the 22nd of September, 2022.Explore The Full Priority Survey HERE.About Centuro GlobalCenturo Global is the world’s first market network designed to help companies expand internationally via a SaaS platform. A dynamic combination of real-life, real-time advice and a broad digital knowledge base empowers a company’s leadership and its people to take global growth into their own hands. The overarching aim of the platform is to allow businesses to expand into new territories in a seamless and compliant way while bringing down costs and breaking down barriers for less-established companies. Learn more HERE.

Not long ago if you were Romanian you could find yourself in some circumstances or circles where it was better to keep your nationality to yourself.Lately, and by that I mean in the last few years and perhaps more frequently and constantly in the last few months, it seems that Romanian citizenship is becoming more interesting and valuable.Recently, people based all over the world, have suddenly realized that their ancestors are actually from a country called Romania and on researching this country they have discovered that for quite a while this place has been considered a land of interesting business opportunities and that this country is actually a member of the European Union thereby presenting some other advantages.These arguments and maybe other more personal reasons have made the individuals decide that they wish to apply for Romanian citizenship with the ultimate goal of further obtaining a Romanian passport.How To Acquire A Romanian CompanyLittle do they know that the procedure of getting citizenship based on ancestry although lengthy is not that difficult if you can organize and produce the documentation that is required by the authorities. The documentation required refers to birth certificate, marriage and death certificate for all your relatives that connect you to the ancestor that once held Romanian citizenship. Romanian language knowledge is not required to complete this process of becoming a citizen nor are you forced to choose a domicile in Romania.Romanian citizenship if you are a citizen of a non-EU country can in return bring you benefits such as being able to travel, live and work within the EU taking advantage of the free movement applicable inside the Union, can give you the possibility of buying land in Romania or Europe or even benefiting from state grants that are currently available for businesses that are owned by Romanians living abroad.What is even more interesting is that when analysing each of these cases recently I have noticed that most of these applicants are descendants of Romanians that fled the country either during the second world war as they risked being persecuted because of their Jewish roots or after the end of the war during the communist regime era when for various reasons they risked being persecuted.After Brexit, some British people discovered that their roots might be an escape from the travel changes and other challenges coming with the new status.The Advantages Of Establishing A Business In RomaniaMore recently, and by that I mean in the last seven months, the phenomenon has intensified with Ukrainian refugees coming to Romania to flee the war in their country and discovering that their ancestors have been born in areas that at that time were Romanian. This gives them leverage compared to other Ukrainian refugees who will only be able to remain in Romania for as long as the Romanian authorities will be willing to offer them protection since they will be able to obtain citizenship and obtain the same status as all the other Romanians regardless of where they live.For the first group if they can produce documents to show their ancestry and that their ancestors were born in areas that at that time belonged to Romania then they will be able to obtain Romanian citizenship and benefit from all rights as Romanians.In light of current events of the last months, requests have been received from the Russians as well. They also might qualify if they have relatives that were born in areas that at some point in time were part of the Romanian territories.Global Immigration Support For UkraineAlthough it is a good thing that finally Romania receives credit for all that it can offer and becomes attractive, one must notice that all these cases have one thing in common which is, war and repressive governments produce mass dislocation, family disintegration and uprooting.For more information from a legal perspective please contact one of our team of specialists at hello@centuroglobal.com

Back in 1990, Austria was perceived as the farthest East that Western businesses and law firms could realistically work without too many complications and regulations. Austrian lawyers, therefore, saw themselves as the frontier of Western legal business and practice. Fast forward thirty years and the boundary has now moved. Recent political events have brought about a renewed interest in Eastern European Countries and surrounding blocks. This impacted the business drawn into the region.Poland thirty years ago was more advanced and had an edge in the early days over other countries in the region. It had a bigger population – an active ex-pat community in the United Kingdom and the United States and it was therefore on the business agenda of many companies.  It is probably true to say that Poland was in fact ten years ahead of development in comparison to all other countries in the former Warsaw Pact countries and the region.  It had a head start over other countries. The recent events in Ukraine have resulted in businesses and individuals moving into neighbouring countries, including Romania. Even up to a year ago Romania was still seen by many businesses and law firms in Western Europe and the United States as being “over there”, wherever “over there” was. It was invisible to many people and businesses, but now the position has changed.The War in Ukraine has brought an invisible benefit to Romania which is now beginning to be converted that are now being seen by the population. Whilst some people had heard of Romania not many of them could realistically place Romania on a map. Now the position is changed. Romania is seen as a front-line state not only because of its handling of many refugees who have come from Ukraine but also because of its business and strategic position. It has now become again present in people’s minds for the right reasons rather than the reasons it was known thirty years ago.As Global Expansion experts, we have seen an increase in interest in Romania both from individuals and companies. The spectrum of companies interested in Romania has expanded far beyond agriculture and hi-tech.  Romania is now seen as a country where products can be manufactured quickly and brought into the market as the supply chain is shorter. The length of time taken to have something produced in Romania and moved into Europe is short compared to outsourcing in the Far East. Supply chain issues are therefore considerably reduced.See article on how to acquire a company in RomaniaMany companies especially in the high-tech area are now seriously looking to move from Ukraine and Russia and to set up a new company in Romania or they are choosing to open a new office in Romania.  We have dealt with a number of companies due diligence reports as well as assisted in negotiating company purchases in Romania. The differences between the Romanian way of doing business and the Ukrainian/Russian way of doing business are quite marked and can lead to many misunderstandings. It is very important for us as lawyers in Romania to be able to properly advise Ukrainian/Russian companies on the very different approaches that there are to doing business in Romania.  Business cultural issues are very apparent and all parties need to recognise these and deal with them early in any relationship.Romania for many companies is the country of choice because of the lower cost than the rest of Europe, but there are also a number of practical difficulties which have to have overcome. One of the most striking things for our Romania lawyers is the apparent lack of usage of the English language in respect of those trying to do business in Romania and indeed Europe as a whole. This is an issue that has to be faced and there are ways of dealing with this.See article on how to close a company in RomaniaRomania is though now capitalising on its unique position next to Ukraine.  Provided peace is established and Ukraine continues as an independent state, as it appears to be doing then Romania must look to this advantage. We have written before about the advantages of Romania and all businesses in Romania should look to encourage foreign trade both with the West and the East. The border used so expertly by Austria has now moved.  Romania is open for business with both the East and the West.There are many opportunities in Romania for businesses to flourish. The country has a lot to offer not only as a base for European operations but also as an excellent gateway into the East.  We strongly believe that more and more businesses will choose to operate from Romania in the future using this advantage.For more information from a legal perspective please contact one of our team of specialists at hello@centuroglobal.com

Eu nationals can live and travel within the Schengen area freely without any restrictions. Although certain social security and tax requirements will be necessary, EU citizens do not require a visa. Non-EEA nationals can travel to the Schengen Area with a Schengen visa,  however, they cannot stay for longer than 90 days within a 180 period. Although this may seem straightforward and simple, there are complexities that non-EEA citizens should consider. This article will highlight some of the key considerations for the Schengen area 90/180 rule.What is the Schengen Zone?The Schengen area is a border-free zone between several EU countries.  Although almost all EU countries are included within this zone, there are some exceptions that do not permit visa-free travel. Countries that do not currently belong to the Schengen area but are hoping to join include:  Bulgaria Croatia  Cyprus Ireland Romania. Some other EEA states are already members of the Schengen area, these include:Iceland Liechtenstein Norway  Switzerland. Citizens who belong to countries within the Schengen zone may travel and spend as much time in those countries as desired.  For foreign nationals, a Schengen Visa is in place which they can apply for to travel within the Schengen zone for up to 90 days.  What does the 90 180-day rule entail? The rule means that non -EEA nationals, including British citizens (post-Brexit) cannot spend more than 90 days within a 180-day period within the Schengen zone. If non-EEA nationals intend to spend more than 90 consecutive days in the Schengen zone on a Schengen visa, then applicants will be required to apply for a different visa type.  The rule is however a little more complex, as there are limits to how the 90 days can be spent. Once non-EU citizens have spent their quota of 90 days, they may not return to the Schengen area for another 90 days. This means only a maximum period of 90 days within a 180-day period is possible. Third-country citizens are advised to count backwards from the 180-day period to ensure they successfully meet the 90 180-day rule. Non-EU citizens who plan to re-enter an EU country can calculate their exit date by using a calculator tool to double-check their time spent in the Schengen zone.How do non-EEA citizens apply for a Schengen visa? A Schengen visa is required for a short trip lasting fewer than 90 days, which is part of the Schengen Area of European countries that have ended border controls. Permissible activities include:Attending meetings. Visiting clients or trade fairs. Meeting or training at a business unit. Purchase and sale of products, business transactions and tenders. Attending an exhibition, conference, or seminar. Taking part in a cultural or sports event. Diplomatic visit (diplomats). Political visit. Procedure  There are certain steps that need to be followed to successfully apply for a Schengen visa. Applicants must submit their application for a Schengen visa at the Consulate of the country that they intend to visit, or – if they intend to visit more than one Schengen State, the Consulate of the country of their primary destination (i.e. main purpose of stay or longest stay). The procedure to apply includes:  Fill out the Business Schengen Visa Application form  Correctly complete the business visa application on the correct website. The application form contains questions for basic information such as your name, date of birth, country of birth, passport number and nationality. Make sure to check the box that says “business” at the question regarding the purpose of your journey. You may be required to answer questions regarding your purpose of visit.   Complete the file of documents  The individual should ensure that all the relevant documents, application forms and fees are collected and correctly completed.   Book an appointment  Anyone who plans on entering the Schengen zone will be required to make an appointment for an interview at his/her local embassy or consulate. The appointment booking can be made via the embassy or online and should be done 6 months prior to leaving for the latest and 2 weeks for the earliest.    On the day of the appointment  Make sure to be at the interview on time. Any delays could lead to the cancellation of the interview.   The process will involve the scanning of the applicant’s fingerprints if they have never obtained a Schengen visa previously.   After the verification of the application, the application form information will be entered into the online system of the consulate or embassy, and they will receive a printed copy of your application. This process usually takes about 10 to 15 minutes.   If you or your employees are intending to conduct business in only one country of the Schengen member states, then they will have to apply for a Schengen visa for Business at the embassy of that country in your or their home country. When visiting 2 or more countries when entering the Schengen zone for business purposes, then the individual should apply at the embassy of the country he/she plans to remain in the longest. Documents Required  All individuals/groups who are not eligible for visa-free entry into the Schengen area are required to present the documents which include: A passport which is certified and valid. A completed visa application form. A recent picture which meets the requirements (it can’t be older than 6 months, must be clear etc.). The individual should have sufficient funds to cover Schengen visa travel insurance as well as the costs to cover the visa application fee. The individual must submit a letter of invitation (which should be provided by the host company). There should also be no objection certificate. A clear criminal record.  Show proof that they have relevant accommodation for the duration of the stay.  Proof of payment of the required visa application fee. Timelines  The visa application process usually takes 7-15 working days to complete, however, it could be extended to 30 days or more due to delays. ConclusionIf you require you require advice about the 90/180 rule or any assistance with submitting a visa application for a Schengen visa, please do not hesitate to contact us.

The ability to work from home has become a prized set-up in the post-pandemic workplace. In fact, 67% of hybrid workers believe they can perform their jobs effectively working abroad, while 88% of workers are planning to work from anywhere this year. For some people, however, working digitally has always been their arrangement as they serve clients in their country of residence, which may not be where their employers are located. For instance, many businesses in the West outsource work to the Global South, as these countries have lower costs of living, allowing companies to keep labour costs low while retaining top-quality talent at the same time.By hiring employees abroad, you can also expand your options and work against the global talent shortage. A feature on filling jobs by LHH highlights how, among those who had left their jobs during the Great Resignation, nearly one-third were already looking for another job or planning to return to their former position. At this stage of the global talent shortage, it’s imperative for HR departments and hiring managers to handle risk and minimise turnover. As with all workers, one of their key demands is timely pay. For employees who do not meet you face-to-face, let alone live in the same country as you, it’s essential to maintain their trust by maintaining their payroll. This way, both you and your employees working overseas can continue work without any hindrances.International Payroll responsibilitiesAs an employer, it’s your responsibility to define the role of your employee and organise the appropriate payment method. It may be more convenient for businesses to work with a third-party employer affiliated with your business or outsource payrolls through a Professional Employer Organisation (PEO). Third-party employers will act as legal establishments within that host country to arrange overseas payrolls for your business, whereas PEO will handle all HR-related matters including payroll management, in accordance with local laws and regulations. For non-residents of the UK, generally, no pay-as-you-earn (PAYE) tax is deducted from the salary, so it’s possible to proceed on a gross basis via UK payroll. However, if you are considering paying wages to overseas employees directly, there are additional laws and taxes that you may have to consider.National Insurance or Social Security for International EmployeesSocial security or insurance is usually deemed separate from income tax, but still should be considered by employers. A list shared by Gov.UK on employees working overseas discloses the specific countries that have social security agreements. Depending on your employee’s home country, national insurance for overseas workers will either have to be paid by employers in the UK, covered by employees in their resident country, or both countries may have to be paid for social security. For the last option, you may have to register your business as a foreign company so you can fulfil withholding obligations, following a domestic or standard rate.Tax Considerations for International EmployeesAs shared in our post “The Future of Global Mobility Tax”, people are opting for the “work from anywhere” trend as more flexible and remote global arrangements open up, so it’s essential for employers to consider overseas employee tax. Different considerations such as permanent establishment, employer of record, and tax equalisation agreements should be taken into compliance lest you enter into tax issues. For instance, some countries hold treaties like the aforementioned social security agreements, so being familiar with these when paying wages to overseas employees can help offset taxes and prevent double taxation.Guide to Paying International EmployeesWith the complicated nature of taxes and cross-border rules, companies may struggle with issuing overseas payroll properly. While it’s possible to employ the help of local affiliated businesses or PEO, being able to understand and handle finances as an independent business can ensure payments are done correctly and in a timely manner. Here are some tips on how to pay international employees:Consider changes in currencyWhen settling an agreement in the contract on the employee’s salary, it’s important to consider the agreed salary in equivalence in foreign currency. The value may change over the duration of their employment, so having flexible, appropriate budgets can ensure that neither you nor the talent is at a disadvantage.Use e-payment platformsThe best method of payment for any contractual workers is through online e-payment platforms. Although they are not necessarily employees, country laws may still subject contractual workers to similar foreign worker guidelines. After settling any necessary taxes or national insurance for overseas workers, you can transfer via PayPal or Stripe easily to accounts on the platform or to your employees’ bank accounts. If this amount meets a threshold, there are usually no transfer fees involved— which can help your company save costs when paying wages to overseas employees.Through awareness of laws and regulations, businesses can properly comply and pay their employees working overseas. By maintaining vigilance regarding these issues, you can continue to benefit from remote productivity while mitigating any tax consequences.At Centuro Global, we assist in hiring and paying your global team with speed and security. Get started with onboarding employees and contractors in over 170 countries in minutes. If you have any questions, contact us today and one of our experts would be happy to help. This article was written by Rita Jessa for the special use of Centuro Global