This is a free interactive route-finder for foreigners, expat spouses and partners who want to work abroad — currently covering Norway and France, with more countries planned. It asks about your destination country, your right to work, and your work situation, then recommends the right mix of services from the list below.
This route-finder also helps employers recruit and retain foreign talent who come with a partner, by giving that partner a self-serve way to find the right local support — addressing the "trailing spouse" problem that is a leading cause of declined or cut-short international assignments.
This interactive route-finder understands your situation — where you are or where you are going to, your right to work, how you can work, what you should know to optimize your chances — and provides you with a tailored list of tools, job boards and trusted local services, in just a few clicks.
Select a country to continue.
In many European countries, you can work for an employer that is not based in the country where you work from — it is legal.
However, freelancing for a company abroad when you in fact legally qualify as an employee creates compliance issues — that can include underpaid taxes and social contributions, as well as labour law infringements — unknowingly putting you, your "client employer" and your family at risk. This depends on a number of specific criteria. More often than not, you'll find you actually qualify as an employee. To call us, and talk to a real human for an entirely FREE assessment, in English, French or Norwegian, check "With an employer abroad, how does Payroll and Tax work for me?".
To maximise your chances of finding work in this country, you'll likely need to learn the local codes:
We have lined-up the experts to help you get there, and a selection of local job boards too, for once you've learned the local codes.
Many partners and foreigners don't realize that they have more options than they think. Without guidance, plenty end up taking whatever job they can find — stacking shelves with a law degree, or waiting tables with a decade of management experience — simply because they never knew what was actually available to them locally.
This is the "trailing spouse" problem global mobility teams know well: partner underemployment is one of the most cited reasons dual-career couples decline a relocation offer, or cut an international assignment short. That's underutilized talent and sunk relocation cost on both sides — the very thing a strong employer value proposition is supposed to prevent. Supporting spousal employment isn't a soft benefit; it's a measurable lever on assignment success rates, time-to-productivity and retention.
This page helps you recruit more foreigners who come with a partner — and retain more of them, by making sure that partner successfully integrates and finds their footing locally.
Share this route-finder directly with candidates and current employees. It gives their partner a clear, self-serve way to find the right payroll, tax, language, career and community support for their own situation — no back-and-forth needed from your team.
Make a difference in your recruitment process and address the spouse career topic right from the start. We can talk to them and inform them about their options.
Where you place this information matters — in the offer letter, the relocation package, onboarding, or later on — and so does how you introduce it. Talk to us about the right rollout strategy for your team, and spouse partners.
Description.