<aside> 📌 This guide applies to all permanent employees of Send, including those engaged via Deel in the US and India. It does not apply to contractors in the same way, but given customer data is part of the assessment, you should apply much of the same process.

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<aside> ⚠️ You’re responsible for your personal tax status. Before requesting to work overseas for an extended period of time or organising multiple trips across the year, you should check local regulation to ensure that you remain compliant.

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<aside> 🚫 We put this guideline together to avoid any troublesome tax implications for both our employees individually, and for Send as a company. We also have data protection promises to our customers which we must fulfil.

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Overview

As a remote-first and global company, we’re already set up to deal with the majority of challenges that typically impact people working abroad and in other time zones. We put together this guideline to provide more clarity on what is possible from a legal and tax perspective, and what considerations exist when we, or someone working at Send, intends to work from another location.

As a starting point, each employee of Send (including through EOR) is hired in a specific country and we must remain compliant with both the requirements of that home country, as well as any requirements in the host country while they’re working abroad. Different countries have different requirements which can make it tricky to navigate, so our intention with this guideline is to set some consistent parameters as a starting point, while keeping it open to discuss individual circumstances that require further assessment.

What’s possible

You’re able to work from a different country to the one you are hired in for up to 90 days a year.

• This can be taken in one go or as multiple trips
• We’re comfortable with all timezones as long as you agree to work as close to your regular schedule as possible, or that of the majority of the team. In some instances you may only be able to achieve some crossover during the day where the timezone is significant different and this may still work fine, but it’s important to discuss this with your manager to make sure expectations are clear before you plan to travel.
• For teams that have access to customer data and intend to work from a country outside of the UK and the EU/EEA, we will consider this on a case by case basis. Please discuss with your manager in the first instance, and with the People Team to clear it.
• Working from another location must not impact your ability to perform your job. You’re responsible for ensuring that you have everything that you need and Send will not cover any additional expenses (such as strong wifi, required tech equipment, a workspace, visas, etc)
• If in our research, we discover that working in your proposed country will be too great a risk to the business, or we’re not satisfied there will be enough continuity,, then your request may not be granted. We want to continue the flexible work environment we have so we hope to not need to use this, but sometimes we might need to say ‘no’ and we want to be upfront about that.

Making a request