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A cross-cultural journey between Asia and Europe What does it feel like to live between cultures? In our latest article, a Japanese professional shares personal reflections after more than a decade in Germany—drawing also on past experiences in China and India. From differences in office layouts and communication styles to how problems are approached, vacations managed, or diversity perceived, this piece offers honest insights into what it means to navigate work and life across continents. How does working in an open office in Japan compare to private rooms in Germany? Why does giving instructions or raising opinions vary so much from one country to another? And how do cultural assumptions shape the way we interpret workplace behavior, urgency, and hierarchy? The article doesn’t offer fixed conclusions—it’s a reflective journey that raises questions relevant to anyone working in an international environment. 👉 Read the full story on our website: https://lnkd.in/dyRJ3Aa3 #crossculturalexperience #asia&europe #workingabroad #interculturalinsights #globalworkplace #culturematters #winglobally

Hiring an employee in Europe: what’s required? Hiring across Europe involves different administrative steps depending on the country and the employee’s nationality. While EU/EEA and Swiss citizens often enjoy simplified procedures, non-EU workers must meet stricter requirements. Here's what your employee may need: 🇪🇸 Spain: an employment contract, Spanish ID or NIE, tax and social security registration, a bank account, and, if applicable, a visa and work permit. 🇮🇹 Italy: a valid ID, tax code (Codice Fiscale), health insurance card (Tessera Sanitaria), and an employment contract are required. Non-EU nationals also need a work permit. INPS registration and diplomas may be needed depending on the role. 🇨🇭 Switzerland: a job offer and contract, visa (for non-EU/EFTA nationals), residence and work permits, Swiss health insurance, tax and social security registration, a local address registration, and a bank account. Some professions require recognition of qualifications. 🇳🇱 Netherlands: a valid passport or ID, BSN (from municipal registration), Dutch health insurance (or A1 form), an EU IBAN account, and a wage tax declaration form are needed. Non-EU nationals must also obtain a residence/work permit. 🇧🇪 Belgium: hiring requires an employment contract, ID or passport, Belgian bank account, diplomas or qualifications, and a work permit for non-EU workers. 🇩🇪 Germany: requires a work visa if needed, residence and work registration, recognition of qualifications (where applicable), health insurance, bank account, and tax ID. 🇦🇹 Austria: employees provide a CV, diplomas, contract, ID, residence registration, social security number (if existing), bank account, and work permit if required. 🇫🇷 France: a working agreement, valid ID or passport, and a work permit for non-EU citizens. An updated resume is usually required. The employer must declare the hiring via the DPAE procedure to URSSAF before the first working day. The employee will be registered for social security, retirement, and possibly additional insurance depending on the contract. Need help navigating cross-border hiring? winglobally is here to support you. 🚀

From 2025, Austria is implementing updated VAT rules for small businesses. These changes affect domestic turnover limits, EU-wide sales, and reporting requirements for small entrepreneurs. 🔹 Austrian turnover limit: €55,000 gross per year If exceeded by more than 10%, standard VAT liability applies immediately. If exceeded by up to 10%, VAT liability applies from the following year. 🔹 Expansion to EU entrepreneurs & Austrian businesses selling abroad Union-wide annual turnover must not exceed €100,000 in the previous and current year. The national small business threshold must not be exceeded in each EU member state. Registration in the home member state is required to apply for the EU small business regulation. 🔹 Reporting & Compliance - Businesses will receive a small business identification number (EX-ID) from their home country. - A quarterly turnover report must be submitted within one month after each quarter. - If the EU-wide turnover limit is exceeded, it must be reported within 15 working days. - No input tax deduction is allowed for small businesses under this scheme. Need assistance navigating the new VAT rules? Contact winglobally for expert guidance. 🚀 #vatregulation #smallbusiness #austria #taxcompliance #winglobally #winningtogether

How Belgian Innovation Tax Deduction Became Pillar 2 Compliant We are excited to invite you to an exclusive webinar organized by Eldeco BV, a winglobally partner, in collaboration with Kurt De Haen from TAX Square. 📅 Date: Wednesday, March 26, 2025 ⏰ Time: 10:00 - 11:00 CET 📍 Location: Online In this session, we will explain the Belgian innovation tax deduction and how it has been adapted to comply with Pillar 2 regulations. This is a great opportunity to gain valuable insights into tax optimization and international compliance. 🔗 Register now using the link below. https://lnkd.in/dvnZFfmz We look forward to welcoming you! #webinar #taxcompliance #innovationdeduction #pillar2 #belgium #winglobally #winningtogether

As from February 2025, entities in Spain are required to declare their ultimate beneficial owners (UBOs) to the tax authorities. This measure follows the transposition of European Directives on administrative cooperation in tax matters, particularly in relation to the fight against money laundering and terrorist financing. Entities must submit UBO declarations in the following cases: ✅Upon registration with the tax authorities ✅Whenever there is a change in the UBO ✅Following corporate modifications, such as changes in address, economic activity, representatives, or stockholders ✅Upon corporate cessation Ensuring compliance with these new obligations is crucial to avoid penalties. For more information or assistance, reach out to winglobally. 🚀 #ubodeclaration #spain #taxcompliance #moneylaunderingprevention #winglobally #winningtogether

Employers hiring non-EU workers in Europe must navigate various visa categories, work permits, and employer responsibilities. Immigration rules vary, and understanding specific country requirements is key to compliance. 🇦🇹 In Austria, EU/EEA nationals have unrestricted labor market access. Non-EU workers must apply for a work permit, such as the EU Blue Card for highly qualified professionals, the Red-White-Red Card for skilled workers, or individual permits tied to a single employer. Short-term and seasonal work, especially in agriculture and tourism, requires specific authorizations. 🇳🇱 The Netherlands follows EU employment regulations, with Dutch and EU/EEA nationals able to work freely. Non-EU nationals must obtain a work and residence permit, and companies registered as Recognized Sponsors with immigration authorities have more flexibility in hiring foreign talent. Recent graduates under the orientation year permit can work freely for 12 months before requiring a new visa. Special permits exist for working holidays and international students, with employment limited to 16 hours per week (September-May) or full-time in summer. 🇨🇭Switzerland’s work permit system for non-EU workers requires employers to prove no local or EU candidate could fill the role. The process includes a labor market test and permits vary based on job type and stay duration. 🇩🇪 🇦🇹 Germany and Austria also enforce strict employment laws for non-EU workers. Skilled professionals and IT specialists can apply for permits like the EU Blue Card or national work visas, but employers must demonstrate compliance with national labor laws. 🇪🇺 As European authorities tighten labor market controls, companies must ensure full compliance before hiring foreign employees. Understanding permit types, residence rules, and employer obligations is crucial for successful workforce management. Are you looking to hire foreign workers in Europe? Our experts are here to help 🚀 #globalworkforce #workpermits #hiringineurope #winglobally #winningtogether

Hiring foreign workers in Europe requires knowledge of visa rules, work permits, and employer obligations. While EU/EEA and Swiss nationals can work freely, non-EU nationals face country-specific requirements. 🇪🇸 In Spain, Spanish and EU/EEA nationals enjoy full employment rights. Non-EU workers require a work permit, which depends on nationality, job type, and employment duration. Employers must ensure compliance with immigration laws. Refugees and asylum seekers can work with authorization from the Spanish Ministry of Internal Affairs. 🇫🇷 France allows EU/EEA nationals to work freely. Non-EU workers must obtain a work permit, with authorization requested through the French Office for Immigration and Integration (OFII). Some residence permits, such as those for job search or business creation, grant employment rights. France also has a shortage occupations list, facilitating work permits for professionals in high-demand sectors. 🇮🇹 In Italy, Italian and EU nationals can be employed without restrictions. Non-EU workers must obtain a visa and work permit, following a quota system set by the government. Employers are responsible for verifying compliance with immigration regulations. Refugees and asylum seekers can work if they hold a valid residence permit. 🇨🇭 Switzerland grants EU/EEA nationals unrestricted employment access. Non-EU workers face stricter conditions, requiring a work permit and proof that no local or EU worker could fill the role. Specific permits apply based on job type and duration, including L (short-term), B (longer-term), and C (permanent) permits. High-demand professions such as IT have designated pathways for skilled workers. 🇩🇪 Germany allows EU/EEA nationals to work freely. Non-EU workers must obtain a visa, such as the EU Blue Card for highly skilled professionals. Employers hiring non-EU workers must receive approval from the Federal Employment Agency. Seasonal workers in agriculture and tourism require specific permits. Each country enforces strict labor and immigration regulations to ensure fair employment practices and businesses must comply with national requirements to avoid legal risks.

The secondment (distacco) in Italy allows companies to temporarily assign employees to another company while maintaining the original employment relationship. This arrangement offers flexibility but comes with specific legal and administrative requirements that employers must follow. Key aspects of secondment in Italy: - Duration: The maximum period is 12 months, extendable up to 18 months. - Employee consent: The worker must agree to the secondment. - Notification requirement: The seconding company must notify the Ministry of Labor at least 24 hours before the secondment begins. - Employment documents: Employers must keep contracts, pay slips, and social security certificates readily available. - Equal working conditions: Seconded employees must receive the same working hours, holidays, and health and safety protections as local employees. - Local representation: The seconding company must appoint a contact person in Italy for official communications and documentation. Additional rules for EU companies: For EU-based businesses seconding employees to Italy, additional regulations apply to ensure equal working conditions. Authorities have also increased inspections to prevent potential misuse and ensure compliance with labor laws. Secondment can be a valuable tool for businesses expanding into Italy, but compliance with legal obligations is essential. Need expert guidance on managing secondments? Get in touch with us. 🚀 #secondment #italy #employmentlaw #winglobally #winningtogether

Modernization of financial statements in France: Key changes for 2025 🇫🇷 Starting January 1, 2025, the Financial Statements Modernization Regulation will introduce major updates to financial reporting in France. Issued by the Autorité des Normes Comptables (ANC) under Regulation No. 2022-06, these changes aim to simplify accounting standards, improve transparency, and align with international practices. Key updates ✅ Elimination of the charge transfer technique - Charge transfer accounts (791, 796, 797) will be replaced by natural revenue accounts: - Account 649 for personnel charge reimbursements - Account 7587 for insurance reimbursements - Account 708 for various re-billings ✅ Reform of extraordinary income and expenses Only transactions from major and unusual events will be classified as extraordinary items, aligning France with global financial reporting standards. ✅ New financial statement models A single balance sheet and income statement format will be used. Notes to the accounts will follow a structured format for clarity and comparability. ✅ Modification of the chart of accounts - The number of accounts will be reduced by 20%, simplifying classification. - Changes to accrued expenses and inventory accounting will streamline reporting. ✅ Simplification for micro-enterprises Companies meeting two of these three criteria for two consecutive years will be exempt from preparing financial statement notes: - Balance sheet ≤ €450,000 - Revenue ≤ €900,000 - Employees ≤ 10 - Exceptions apply to holding companies and certain associations. What’s next? With the regulation now in force, companies must ensure full compliance with the updated requirements. Auditors will report if a micro-enterprise opts out of preparing notes, ensuring transparency. Now is the time to adapt financial reporting processes to meet the new standards. Need expert guidance? Contact us to ensure a smooth transition 🚀 #financialreporting #accountingstandards #france #businesscompliance #winglobally #winningtogether #expansionstrategy #localizedservices #expertadvice #globalnetwork #businessgrowth #internationalpresence

Expanding your business from Korea to Europe via the Netherlands 🇰🇷 Are you a Korean business looking to expand into the European market? The Netherlands is a key entry point, offering strategic access to the EU with significant business advantages. Join Briddge, the Netherlands-based partner of winglobally, for an exclusive webinar where experts Judit Onodera, Jordi V., and Hind van Sorgen - Amastar will share insights and practical strategies to navigate the Dutch market and maximize opportunities in Europe. What you’ll learn: - How to choose the right business setup and meet substance requirements - Expanding into the EU without a physical presence: - VAT essentials, including the General Fiscal Representative (GFR) and the VAT deferral scheme (Article 23 license) - VAT on services and the EU One-Stop Shop (OSS) - Key registrations in the Netherlands - Advantages of setting up a legal entity in the Netherlands, including Transfer Pricing, WBSO, and the Innovation Box 📅 Date & Time: Wednesday, February 26th at 9:00 AM CET / 5:00 PM KST This webinar is an essential resource for Korean businesses exploring European expansion. Register now and take your first step toward success in the EU: https://lnkd.in/dQkZCwWy #koreatoeu #dutchgateway #businessexpansion #winningtogether #winglobally #globalbusiness #expansionstrategy #localizedservices #expertadvice #globalnetwork #businessgrowth