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Payroll Case Studies

“It used to be a nightmare to keep track of the multitude of payments, employee types, pay dates and weird and wonderful local legislation in countries such as Russia, Kazakstan, Sweden and France. EMS has made this so much simpler for us and our employee retention rate has increased.”   HR Director

“We used to use a so-called global payroll company. We were shocked at the risks that they were taking with our employees sensitive information. Since EMS has taken over we know we are in safe hands.” Finance Director

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Immigration Case Studies

''I had to start work in the UK on a 6 month Assignment from South Africa. EMS Visa were really helpful and we got everything sorted out with the minimum of fuss, I'd just like to say a big thank you'' Assignee. International Bank

“We made the decision to leave the UK and take the kids to Australia to live a fuller outdoor life. It was really daunting to look at how much we needed to do to make it happen and give us the best chance of fulfilling our dream. Greg was great. As soon as he took on our case and explained what we needed to do, we felt confident that he wouldn’t let us down. We’re now in Perth, Australia and can’t thank him enough for all he did to help us.”  IT Specialist, Perth.

relocation case studies, payroll case studies

EMS, getting you moving. 
Find out how we can help with your Expatriate and Multinational Payroll, Immigration and Assginee Requirements.
EMS Case Studies

EMS offer such a broad range of international services, that it may help to read about other clients that we have helped. 

Payroll Case Studies

 Case Study 1

Client Profile

• Client A. Leading Manufacturing Company. Very well established and with issues in Africa on payments and compliance.

Situation

• Neither the client or their existing provider could make payments to their employees and money was being moved by partners in country; this led to an uncomfortable relationship with all. They lacked Data on all their employees.
• They had a contractual set up with their employees which placed risk on the Headquarters (Europe) element of the company.
• There were a number of compliance issues (Tax, Data, Immigration)

Solutions delivered by EMS

  • Provided consultancy on Policy, Process, Communications and IT Support.
  • The Transition process drilled down into the detail, required restructuring and articulated corporate, employee tax and associated immigration needs.
  • EMS worked closely with our partners to advise and then assist in the most tax efficient, compliant and administratively effective structure.
  • Identified local providers of other accountancy and legal services to assist client.
  • Meanwhile made payments directly into the employees accounts in country.
  • Advised on employee contracts and registered new entities and employees for tax in 8 countries.
  • Delivered compliant payroll, aware of the local sensitivities including the solving of a serious security issue.

 Case Study 2

Client Profile

• Client B. An Oil Industry Company had expanded very quickly and already had a service provider.

Situation

• Though making payments through a complicated route the Service Provider was very expensive had not paid taxes or registered either the employees or the company in numerous countries
• The Data available was inconsistent and the employees had avoided tax.

Solutions delivered by EMS

  • EMS established the approach to employees and re-educated them on the various withholdings.
  • EMS registered legal entities, including an ‘off-shore’ one
  • EMS provided the client and assignees with a Secure Portal, which acted as a communications tool and database for all their information.

 Case Study 3

Client Profile

• Client C. Leading Technology Company
• Increasing annual international moves both Long Term and Short Term

Situation
• Client’s European office was expanding internationally operating independently of US HQ but with no experience of managing international assignee moves
• US HQ had its own international assignment policy, but no established processes and limited HR experience or resource to dedicate to this increasing business area
• Line Managers were acting independently re: decision making
• Cost management/containment was not monitored in any meaningful way
• Assignees were frequently left to manage elements of their international relocation themselves and were becoming dissatisfied with the support they received – this had implications for attracting employees to take up assignments.
• Business growth indicated that there was going to be significant increases in international move activity

Solutions delivered by EMS

  • Drafted Client’s Europe based operation long term international assignment policy, benchmarking against best practice Provided consultancy training on how to manage aspects of international assignments
  • Implemented new policy language improving the assignee expectation regarding process and policy provisions
  • Developed processes to deliver to new policy allowances and benefits
  • Set up a single source service solution for client and assignees incorporating Line Management decision making to deliver agreed elements of the international assignment services
  • Identified other components within existing international assignment policy provision where client could realize potential cost savings
  • Identified service provider duplication
  • Renegotiated improved contract with several service providers to ensure more appropriate information is made available to client and at a reduced cost.
  • Introduced modifications to existing US HQ Long Term Policy
  • Drafted a separate Short Term assignee policy to take into consideration differences between the different assignment types.  Policy to be used by both US HQ and Europe based operation.
  • Provided opportunities for client to remain competitive and at the same time as managing costs

These examples are based on real events. In order to retain our clients confidentiality we have not used names in these examples.