Global Mobility Services in UAE

Cross-Border Workforce Management in a Taxed Jurisdiction

Aligning global talent deployment with the UAE’s evolving Corporate Tax, DMTT, and Residency frameworks.

The Strategic Necessity of Global Mobility

Mobilizing human capital across borders requires strict adherence to fiscal and legal protocols. Organizations must validate that expatriate assignments align with business objectives without creating unmanageable tax leakage or regulatory friction.

G12 prioritizes the compliance architecture of international transfers. We support your cross-border operations by:

Controlling Cross-Border Tax Exposure: Identifying risks related to dual residency and shadow payrolls before they trigger penalties.
Structuring Assignment Policies: Balancing cost efficiency with statutory compliance to optimize the employer’s Corporate Tax position.
Navigating Regulatory Frameworks: Ensuring strict adherence to immigration laws and local labor regulations to prevent operational disruption.

G12 Global Mobility Solutions & Tax Advisory

G12 functions as your technical partner for workforce taxation and relocation logic. We provide end-to-end advisory covering planning, compliance, and statutory reporting.
Our Core Mobility Competencies:

Strategic Tax Efficiency

We analyze home and host country tax variables to structure compensation packages. Our focus remains on optimizing net-of-tax income for employees while maintaining corporate deductibility for employers.

Secondment & Intercompany Structuring

Deploying staff requires robust legal agreements. We structure secondment contracts to leverage favorable social security treaties and ensure intercompany recharges comply with Transfer Pricing regulations.

Jurisdictional Tax & Social Security Compliance

Managing obligations in multiple territories is critical. We oversee compliance with home and host country tax laws, utilizing Double Taxation Avoidance Agreements (DTAAs) to mitigate redundant social security contributions.

Permanent Establishment (PE) Mitigation

Overseas deployments can inadvertently create a taxable presence for the parent company. We assess the activities of your mobile workforce to prevent triggering Permanent Establishment risks and subsequent Corporate Tax liabilities.

Immigration & Residency Protocols

Securing the right to work is the first step. We manage the issuance of visas and Tax Residency Certificates (TRCs), ensuring that immigration status aligns with fiscal residency claims.

Policy Formulation & Contract Review

Defensible documentation is mandatory. G12 drafts global mobility policies and employment contracts that stand up to legal scrutiny and fulfill specific regulatory requirements.

Statutory Filings & Registration

Accuracy in reporting is non-negotiable. We handle all necessary tax registrations, annual return filings, and income statements for your globally mobile workforce, ensuring strict adherence to FTA deadlines.

Initiate Your Mobility Assessment

Operating in international markets requires precise tax positioning. Contact the G12 specialist team to establish a compliant and efficient framework for your global workforce.

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Secure Your Global

Mobility Position

Contact G12 today for a consultation on Global Mobility, Expatriate Taxation, and Cross-Border Compliance requirements.

Frequently Asked Questions

Does a UAE employment visa automatically make an individual a tax resident?

No. A visa grants the right to reside, but Tax Residency is a fiscal concept determined by specific criteria in the UAE Income Tax Law and Cabinet Decisions. Generally, an individual must be physically present in the UAE for 183 days or more within a 12-month period, or satisfy the primary place of residence and financial interests test (for 90 days) to be considered a tax resident.

Can a remote worker based in the UAE trigger tax risks for a foreign company?

Yes. If an employee of a foreign entity habitually exercises authority to conclude contracts or conducts core business activities from a home office in the UAE, this creates a Permanent Establishment (PE) risk. Once a PE is established, the foreign entity is required to register for UAE Corporate Tax and attribute profits to that UAE presence.

Are expatriates liable for double taxation on their income?

Technically, income may be subject to tax in both the source country (UAE) and the home country (e.g., USA, UK, India). However, the UAE has signed over 140 Double Taxation Avoidance Agreements (DTAAs). We utilize these treaties to claim tax credits or exemptions in the home jurisdiction, ensuring income is not taxed twice.

Is social security registration mandatory for all employees in the UAE?

Registration with the General Pension and Social Security Authority (GPSSA) is mandatory for UAE and GCC nationals. For non-GCC expatriates, there is currently no federal social security contribution, but employers must comply with “End of Service Gratuity” laws or enroll in approved alternative savings schemes (such as the DEWS scheme in DIFC).

How does Transfer Pricing affect seconded employees?

When a foreign parent company sends an employee to a UAE subsidiary, the costs associated with that employee (salary, insurance, overheads) are often recharged to the UAE entity. Under the UAE Transfer Pricing rules, this transaction must be priced at Arm’s Length. If the cost is inflated or undercharged without proper documentation (Master File/Local File), it will trigger non-compliance penalties.