There is a common misconception that individuals can undergo temporary work in a different country for up to 6 months without having to declare the income locally or pay tax there. This is unfortunately not the case. What is the 183-day ruling? The 183-day ruling is legislation to govern where
As a trusted partner to many recruitment businesses, clients and subcontracts for their EU and UK-based temporary labour, we receive numerous questions in relation to the rules, taxation and processes around this. Since Brexit, we have had many companies ask about the 90-day Schengen rules while they are looking to
Disguised employment isn’t a new topic of conversation and has been a discussion point for governments and tax agencies for decades. Every so often countries make it a priority to consciously tackle this, as the lost revenue to the country and workforce exploitation it causes can be extremely damaging to
Liberty Bishop International wanted to share and celebrate a fantastic triumph in Esbjerg, Denmark! Our dedicated team has invested their utmost effort to support the successful delivery of a large-scale offshore project to a 5 billion DKK turnover business. The outstanding results speak for themselves. It’s been an amazing journey
In this blog, we will touch upon Sweden and instances where temporary contractors are presented with NET pay calculations showing a flat % of tax (30% for example). These pay calculations look great, but you may not be told that there is likely to be a lot more tax to
Some more good news for the Liberty Bishop International team, our Dutch NEN-accredited employment service – Liberty Bishop (Netherlands) Ltd has been granted official recognition as a Sponsorship Employer in the Netherlands. Click here to find the Public Register for recognised sponsors for the residence purpose ‘Labour’. What does this
This content was produced using our experience in the International and UK marketplace tackling the common question we face about individuals categorised as ‘self employed’ and the indicators that may warrant that ‘employee’ status would be more appropriate or even required. In most cases it should be clear whether an