Complex flexible work arrangements made simple

Driving employee experience and streamlining new ways of working

Employees demand work from anywhere

Remote work has become a norm, rather than a perk.

  • This is a talent-driven market. Headlines about “the great resignation” and “the war for talent” haven’t diminished. All data points highlight the desire for increased flexibility by the employees.
  • The geographic radius for recruitment and employment is expanding. The market is driving more companies to support hiring in new jurisdictions and work in locations where they haven’t historically done business. This increases the potential talent pool substantially but also leads to an intensified talent market.
  • Multiplying work locations creates immense challenges. Business functions want to offer flexible work to remain competitive, and they’re pushing corporate functions—from legal, compliance and HR to finance and tax—to support it. But this means they’ll also have to manage increased risk, and the increased use of technology to support the size and scale of the cross-border population which is becoming a necessity. 
  • More companies than ever must manage cross-border employment arrangements. The issue was once limited to a certain segment of the working population, and often only the largest of organizations. Now the issue affects many more employees at companies of all sizes. Preemptive planning, including guardrails and structure solutions for tax and regulatory risks, will help manage these risks.
Philosophically, organizations want to approve flexible work but the operationalization part is what many companies are finding challenging in the current environment.
Kshipra Thareja, Managing Director, KPMG Global Mobility Services

Three practical solutions to bring flexible work to life

Before companies can implement more flexible employment options, they need the guardrails, operational, and legal structures to manage workflow and risk.

  1. Establish policy guardrails to ring-fence risk.
  2. Determine the right technology for increasingly complex workforce management.
  3. Establish structures that support talent expansion and cultivation.
Complex flexible work arrangements made simple
Download our report to learn more on how to implement flexible employment options and the steps to take to manage workflow and risk.


Bob Mischler

Bob Mischler

National Principal-In-Charge, GMS, KPMG US

+1 212-872-3174
David H. Mayes

David H. Mayes

Principal, Tax, Global Mobility Services, KPMG US

+1 617 988 1083
Kshipra Thareja

Kshipra Thareja

Managing Director, Tax, Global Mobility Services, KPMG US

+1 973 912 4628