04:05 AMERICAS
Remote work compliance : Offshoring and distributed teams will expand, increasing the need for compliant cross- border payroll, benefits, and employment frameworks. Tax exposure : Companies may be pushed toward U.S. permanent establishments, raising corporate tax liabilities alongside payroll responsibilities. Policy volatility : Immigration remains politically charged; HR leaders must scenario-plan for further policy shifts in the U.S. and beyond. Conclusion The H-1B fee hike marks a turning point in U.S. immigration and employment strategy. For Big Tech, it may be a speed bump. For SMEs and internationally minded businesses, it represents a formidable barrier to entry. Payroll and HR professionals are now on the front line, helping their organisations navigate a more complex, politicised, and costly landscape. The winners will be those who build resilient workforce strategies, balancing local hiring, remote work, and global compliance in an uncertain environment.
tough on immigration, framing restrictive policies to protect American jobs. Yet in practice, highly skilled immigration has historically been a driver of U.S. competitiveness. Limiting access to global talent risks reducing the diversity, innovation, and specialised expertise that have long fuelled American business success. For global employers, this policy is a reminder of how quickly immigration frameworks can change — and how vital it is to build flexibility into workforce planning. What Payroll and HR Professionals Should Watch For those in payroll, HR, and global mobility roles, these practical implications stand out: Budgeting for talent strategy : Visa-related costs may now exceed the salary of the incoming employee. Cost-benefit analyses must be recalibrated. Demand for U.S. hires : Expect heightened competition for senior U.S.-based executives, with implications for recruitment budgets and retention planning.
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GLOBAL PAYROLL MAGAZINE ISSUE 16
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