Temporary working from EU for a UK based client through umbrella company

[philgo]

But it's not your call to make.



As I say, doesn't matter what the law is. Will the client allow it? No? Reasons? Doesn't matter it's a no. Even more so now it's legal that's said no and not HR. They won't be paying lawyers £400 a time to re-check their situation so you can go.

Being blunt - any sane Brolly is going to go with the line - what does the end client say...

This is what I am expecting to get as an answer as well but let's see...
The thing is that I did ask the Brolly before 2 times and they said no issues at all for us.

[northernladuk]

This is what I am expecting to get as an answer as well but let's see...
The thing is that I did ask the Brolly before 2 times and they said no issues at all for us.

Clients are going to have to rethink all this in the new world. They've only just gotten their head around remote working but it opens all these opportunities that shouldn't matter but they just don't know. A smart client will nail all the issues and offer the best working conditions they safely can as as opportunity to get the best talent. They should be seeing it as an opportunity but they are dragging their heels.

Oddly enough the best example of this being handled correctly where this request would likely have been passed was a public sector one where they have tight data location policies than most. It is possible.

[Lance]

If I were you, I would have just gone for 15 days without telling them assuming you understand the data protection issue (if any exist). A roaming SIM card will even shows your IP address as coming from the UK.

leaving aside the other nonsense....

That's not how roaming SIMs work. You will show as having an IP address in the country you are roaming to, on the network you are using over there.
EG: Orange France

So given that you have already explained that you are not a network technical architect, why are you offering incorrect advice as though you know what you are talking about? When you know, and we know, that you don't?

Is that 3 or 4 technical solutions you've offered, to fraudulently bypass the clients' governance rules, that won't work? I lose track.

[philgo]

But it's not your call to make.



As I say, doesn't matter what the law is. Will the client allow it? No? Reasons? Doesn't matter it's a no. Even more so now it's legal that's said no and not HR. They won't be paying lawyers £400 a time to re-check their situation so you can go.

To be fair I can't disagree with that.

so we are on the same page then. I am not suggesting that the client or I are right regarding this question. I just would like to understand the law that's all. Then if I want to fight against a client for which I contract is a different question down to each individual as per their personal situation.

[philgo]

But it's not your call to make.



As I say, doesn't matter what the law is. Will the client allow it? No? Reasons? Doesn't matter it's a no. Even more so now it's legal that's said no and not HR. They won't be paying lawyers £400 a time to re-check their situation so you can go.

Clients are going to have to rethink all this in the new world. They've only just gotten their head around remote working but it opens all these opportunities that shouldn't matter but they just don't know. A smart client will nail all the issues and offer the best working conditions they safely can as as opportunity to get the best talent. They should be seeing it as an opportunity but they are dragging their heels.

Oddly enough the best example of this being handled correctly where this request would likely have been passed was a public sector one where they have tight data location policies than most. It is possible.

Yes clients need to think about the remote work from abroad. A lot of tech / startups companies looked into when COVID happened and put in place a policy allowing as an example to be remote from abroad for 45 days a year. The client I am talking about has even a policy for permanent people allowing them to do that 2 weeks a year. And then for contractors the policy does not exist. It sounds just so grey and not fair.

[eek]

Yes clients need to think about the remote work from abroad. A lot of tech / startups companies looked into when COVID happened and put in place a policy allowing as an example to be remote from abroad for 45 days a year. The client I am talking about has even a policy for permanent people allowing them to do that 2 weeks a year. And then for contractors the policy does not exist. It sounds just so grey and not fair.

Sorry life isn't fair - deal with it.

And given how much more you are likely to be earning compared to the permanent staff.....

[WTFH]

Yes clients need to think about the remote work from abroad. A lot of tech / startups companies looked into when COVID happened and put in place a policy allowing as an example to be remote from abroad for 45 days a year. The client I am talking about has even a policy for permanent people allowing them to do that 2 weeks a year. And then for contractors the policy does not exist. It sounds just so grey and not fair.

If clients want remote workers from abroad, they will choose them over more expensive UK-based ones.

[philgo]

But it's not your call to make.



As I say, doesn't matter what the law is. Will the client allow it? No? Reasons? Doesn't matter it's a no. Even more so now it's legal that's said no and not HR. They won't be paying lawyers £400 a time to re-check their situation so you can go.

Sorry life isn't fair - deal with it.

And given how much more you are likely to be earning compared to the permanent staff.....

Don't be so defeatist, life is fair and great! Each new topic/discussion is an opportunity to learn and improve!

Unfortunately I totally disagree with the money argument. It's not an enough strong argument anymore especially with all the gigs inside IR35 and simply is not the only argument pushing people into contracting. There is pros and cons in being contractor versus permanent and money is not the only motivation of everyone. Again it's down to personal choice so should not be related to the remote working topic as no links at all.

[eek]

The reality is, HR gave you a total nonsense answer. They really don't know what they're talking about in this respect (the specific response they sent you).

[/B]

HR's answer is perfectly valid and accurate were the OP not using an umbrella (and it's very likely that HR didn't know that bit). But you would need to understand some rather niche tax things to understand why the answer was what it was

[philgo]

But it's not your call to make.



As I say, doesn't matter what the law is. Will the client allow it? No? Reasons? Doesn't matter it's a no. Even more so now it's legal that's said no and not HR. They won't be paying lawyers £400 a time to re-check their situation so you can go.

HR's answer is perfectly valid and accurate were the OP not using an umbrella (and it's very likely that HR didn't know that bit). But you would need to understand some rather niche tax things to understand why the answer was what it was

So can you explain me why they mention NI/Security social double paiement issue when this is paid by the umbrella employing me?