Vamoz Glossary

Proof of which social security law applies during temporary work in another EU or EFTA country.

Coverage against accident consequences when employees work or travel outside the home country.

Portals for applications, notifications and evidence related to applicable social security law.

Automated workflow in which HR systems exchange data through interfaces and trigger processes.

Temporary work in another country, often involving formal notification, social security and employment-law questions.

Difference between a temporary work assignment abroad and a short business trip.

Use of private devices for work purposes, linked to special security and data protection rules.

Insurance coverage for work-related travel, depending on the policy with medical, accident or assistance benefits.

Rulebook for planning, approval, costs and compliance checks for business trips.

A work-related trip, for example for customer meetings, internal meetings, conferences or projects.

Visa for business travel that does not amount to local employment in the destination country.

Standardized check that assesses risks of an international employee case before approval.

Work situation in which residence, workplace or regular activity spans national borders.

Technical and organizational measures that protect remote work from digital risks.

Data protection questions that arise when personal data is processed from another country.

Rules and measures to process data securely outside the office workplace.

Internal requirements for how personal data is processed, protected and documented.

Residence model or remote work visa for location-independent work, usually with its own requirements for income, employer and duration.

People who work location-independently and regularly change where they stay.

Agreement between countries that determines which country may tax certain income.

Employer duty to protect employees’ health, safety and legitimate interests.

Electronic travel authorization for certain trips to the United States under the Visa Waiver Program.

Electronic travel authorization required by some countries before entry.

Additional employer-provided benefits beyond salary and statutory benefits.

Measures and impact through which companies retain employees over the long term.

Degree to which employees are satisfied with their work environment, tasks, culture and benefits.

Health, satisfaction and performance of employees in the work context.

A third-party provider that formally employs workers in a country and handles administrative employer duties.

Comparison between local employment through a third party and short-term work from abroad.

Umbrella term for employment-law questions when work, employer and place of stay are in different countries.

Employment-law rules that may become relevant during temporary work from abroad.

Compliance with the European General Data Protection Regulation in data processing and international work models.

Business function for international employee assignments, transfers, postings and cross-border work.

Joint work stay by several employees in another place, often with team, benefit or retention goals.

Check whether medical costs are covered during a stay abroad or during work abroad.

Home office, temporary work abroad or telework that takes place outside the residence or contract country.

Internal request through which employees ask to work from abroad and provide relevant information.

Automated handling of recurring HR tasks, such as checks, reminders and approvals.

Workflow that structures requests, checks, approvals and follow-up tasks for HR compliance.

Internal rule that defines how a company handles specific HR situations.

HR systems for managing people data, processes, employee information and integrations.

Processes used to identify, assess and document international tax obligations.

Compliance checks for international travel, including entry, tax, social security and employer duties.

International standard for information security management systems.

Work in several countries or for several employers, which can trigger specific social security questions.

Benefit not paid in cash that can be relevant for tax purposes.

Rules protecting health and safety at work when employees work abroad.

Risk that remote work, a permanent establishment or an assignment abroad creates a taxable business presence abroad.

Notifications and requirements that can become relevant when employees are temporarily posted to another country.

Insurance for private travel that does not always fully cover work-related stays.

Rules, processes and risk assessment for checking, documenting and approving remote work and cross-border work.

Company policy for remote work, workation policy, remote work abroad policy and home office rules.

Permission to stay in a country for a specific purpose and period.

Agreement between countries and evidence such as a Certificate of Coverage that clarify social security affiliation.

Ensuring that the correct social security rules are applied to cross-border work.

Strategies and measures to attract suitable new employees.

Potential tax consequences when employees work from another country.

Determines in which country a person is considered tax resident and where income is generally taxed.

Principle that local laws can apply within the territory of a state.

Overall strategy for compensation, benefits, recognition, flexibility and development.

Visa for private stays that often allows professional activities only to a limited extent or not at all.

Distinction between vacation days, working days and public holidays when employees work during a workation.

Tax withheld directly at source, for example from salary or certain payments.

A work model that allows employees to work from different locations under defined rules.

Work authorization or work visa that allows professional activity in a specific country.

Balanced relationship between professional demands and private life, supported by flexible work models.

A temporary combination of work and a private stay in another place or country.

Workation as a targeted benefit to strengthen flexibility, attractiveness and retention.

Distinction between a private stay with work and a trip with a primarily business purpose.

Questions around working hours, rest periods and time recording when employees work in another country.

Common tax rule in which days of presence can matter, but must always be checked under the relevant agreement.

Stay rule under which certain travelers may remain in the Schengen Area for up to 90 days within 180 days.