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Q. How can we pay an individual for ad hoc temporary work outside the UK?

It may be possible to pay an individual as a contractor/self employed (subject to FD3 approval) or, if that is not possible, to employ them under a short/fixed term employment contract under the International Working policy.  The Cambridge Casual Worker System is not suited for paying individuals who work outside the UK and can not be used for this purpose.

Q. Can we engage a casual worker to work outside the UK?

No, the Cambridge Casual Worker System is not suited for paying individuals who work outside the UK and cannot be used for this purpose.  It may be possible to pay an individual as a contractor/self employed (subject to FD3 approval) or, if that is not possible, to employ them under a short/fixed term employment contract under the International Working policy

Q. Do I need to check the UK right to work for an employee who is based overseas?

No, if the employee is working wholly outside the UK, they do not require UK work authorisation. They will, however, need to show that they have the right to work in the overseas location, either as a local national or other work visa holder.

Q. Where does the University have overseas payrolls?

The University currently has overseas payrolls facilitated by Cambridge University Press & Assessment, which are currently free of charge, and others managed by external providers for which there is a charge.

The CUP&A payrolls are in:

Australia

Ireland

New Zealand

USA

 

Currently there are externally managed payrolls in:

Austria

Belgium

Canada

Denmark

Germany

France

the Netherlands

Sweden

N.B. There are other considerations to take into account when setting up International Working arrangements, such as employee wellbeing, employment legislation, tax and social security.  Moreover, it will not always be necessary to transfer an employee who undertakes an International Working arrangement to an overseas payroll.  

Q. An employee would like to work outside the UK for personal reasons, is this allowed?

Applications for remote working of up to 90 days in any rolling 12-month period can be submitted in line with the Short-term remote working guidance.

Personal requests for a longer duration, may be authorised by exception, at the Institution’s discretion.  Please refer to the Process guidance for review and approval.

Q. Can a new recruit start working overseas until they are able to relocate to the UK?

Subject to managerial approval, an employee who is already in receipt of their UK visa, may commence work overseas for a maximum of 30 days before relocating to work in the UK. Please see the Short-term Remote Working Guidance for further details.

If the employee will be working for more than 30 days, please refer to the Global Mobility HR Team.

Q. The employee's UK visa application has been delayed, can they start work overseas until it is processed?

No,  employment should not commence until the UK right to work authorisation has been granted.  Please see the Short-term remote working guidance for further information.

Q. Can an International Working arrangement be extended?

Yes, subject to the provisions stated in the Guidance.  Please refer to the Process Guidance for Extensions and Termination or the Short-term remote working guidance for further information on this process.

Q. We would like to extend the contact an employee's contract, but they need to relocate overseas before the new end date, is this possible?

In line with the Short-term Remote Working Guidance, subject to managerial approval, an employee is able to work outside the UK for up to 30 days immediately prior to the end of their employment, providing they have already resigned or the contract will not be renewed (subject to limited funding for example).

If the employee will be working for more than 30 days, please refer to the Global Mobility HR Team.

Q. An employee would like to work overseas for the last weeks of their contract, is this possible?

In line with the Short-term Remote Working Guidance, subject to Managerial approval, an employee is able to work outside the UK or up to 30 days immediately prior to the end of their employment, providing they have already resigned or the contract will not be renewed (subject to limited funding for example).

If the employee will be working for more than 30 days, please refer to the Global Mobility HR Team.

Q. I will be spending some time overseas – will it count as business travel or international working?

Working outside the UK for business/operational purposes (e.g. carrying out field research, or taking sabbatical leave) for less than 3 months in any rolling 12 month period is covered under normal policies relating to business travel.  For longer-term arrangements the International Working policy and accompanying guidance applies.  

Q. Can I do some remote work overseas to extend my holiday?

You can work up to 30 ad hoc days remotely outside the UK, subject to Managerial approval, or up to 90 days in any rolling 12 month period subject to approval from the Global Mobility HR Team.  Please refer to the International Working policy and Short-term Remote Working Guidance for further information.

Q. Why are these processes and approvals required?

The International Working Policy and processes are not in place to ensure that International working is properly supported, that the employee’s health and wellbeing is assured and that all employer compliance risks are taken in to account.  They are not intended to prohibit or hinder any overseas activity.

A Deloitte audit carried out in March 2022 found shortcomings in the implementation of travel safety arrangements, and expressed concerns about International work (indeed all work away) and the University’s responsibilities to its employee’s not being joined up.  At the same time, we are also experiencing increasing and emerging risks of being an international actor in research and education (as some tragic events over the last few years underline).

As such the University is taking various steps to improve the support provided to employees.  This includes:

- The International Engagement Hub - a share point site for employees to bring together information and signpost them to further sources of information;

- A dedicated helpdesk for all travel away queries;

- Peregrine – A new online system for completing pre-travel risk assessment;

- New travel management company;

- Revised International Working Policy and guidance

Q. What if I have any queries, comments or suggestions?

We want to ensure that the support that is provided to institutions and employees is consistent and appropriate.  Therefore, any queries, comments or suggestions can be made to: globalmobility@admin.cam.ac.uk