Teleworking abroad is attracting more and more employees. Since 2020, requests for teleworking from another country have risen sharply in most companies. But the situation cannot be improvised. It raises concrete questions about applicable legislation, social protection, taxation and health insurance. Whether you’re an employee planning to teleworking from abroad. Whether you’re a teleworker, a manager or an employee, this guide gives you the essential answers.
- A health problem abroad can block an international teleworking project, all the more so when it generates uncertainty about coverage and unexpected costs for both the employee and the company.
- At such times, the employee needs a single point of contact and a clear approach, not a list of numbers to call from a foreign country.
- The embassy or consulate can provide referrals, but does not pay for medical care or repatriation.
- 24-hour assistance is the real driver of the situation: it coordinates, organizes and takes operational decisions according to the guarantees subscribed to.
- The best way to avoid unpleasant surprises is to calibrate coverage before departure: country of destination, duration of telecommuting, reimbursement ceilings, exclusions and conditions for activating assistance.
Can I telework from abroad?
Yes, provided you have prior written consent from your employer. Teleworking from abroad is not a unilateral process. The employer must validate the destination and duration, and check that the working conditions comply with its health and safety obligations.
This agreement must specify the telecommuting location, the period concerned, and the terms and conditions under which the telecommuting activity will be carried out. Without this document, the employer exposes himself to serious legal risks in the event of a workplace accident or dispute.
The duration of the stay also determines the applicable regime. Taxation, social protection and employer obligations vary depending on whether the employee leaves for a few weeks or several months. A short stay generally has no major consequences. A longer stay, on the other hand, can change the employee’s place of taxation and create local obligations for the company.
Legislation governing teleworking abroad: rights and obligations
The legal framework for international home-based teleworking involves several texts simultaneously the host country’s labor law, bilateral tax treaties, and social security regulations applicable between the two countries concerned.
For tax purposes, an employee teleworking from another country for a significant period of time may create a permanent establishment for his employer in the host country, or become taxable locally. The rules vary from country to country and from tax treaty to tax treaty, so there is no universal answer.
In terms of labor law, some countries impose the application of their national law as long as the activity is carried out there on a regular basis. In the European area, the Rome I regulation provides minimum protection for employees in their country of residence, regardless of the law applicable to the employment contract.
To help you understand the different statuses available – secondment, expatriation, professional assignment – and the legal obligations arising from them, consult our complete guide to having an employee work abroad.
Social protection when teleworking abroad
Social protection for an international telecommuting employee depends on the status chosen and existing agreements between the countries concerned.
The basic principle is that employees pay contributions in the country where they physically work. There are important exceptions to this principle, depending on the geographical area.
In the European area (EU, EEA and Switzerland), coordination regulations allow the employee to remain affiliated to the scheme of his country of employment if the teleworking from abroad does not exceed 49% of total working time. Above this threshold, the employee must pay contributions in his country of residence, which may require the employer to register and set up a local payroll there.
Outside the European Union, any bilateral social security agreement between the two countries applies. In the absence of such an agreement, the employee may find himself doubly liable, with contributions to be paid on both sides.
Expatriates who maintain voluntary affiliation to a social security scheme via an international fund have two options for their health cover, depending on their situation:
- CFE complementary health insurance, CFE (Caisse des Français de l’Étranger) reimbursements by covering expenses not covered by the basic plan.
- Expatriate health insurance from the 1st euro, expatriate health insurance, which covers all medical expenses from the first euro of expenditure, without coordination with a compulsory plan, is particularly well suited to expatriates who no longer contribute to any plan in their home country.
Not sure which option to choose?
Which health insurance is right for teleworking abroad?
1) Why your usual coverage isn't enough
The employee’s usual health coverage, whether compulsory or supplementary, is insufficient to cover a period of telecommuting abroad in the vast majority of cases.
Reimbursements are calculated on the basis of tariffs in the country of origin, without taking into account the real costs of the local healthcare system. In some countries, hospitalization costs can run into the tens of thousands of euros without appropriate coverage. In addition, assistance guarantees such as medical repatriation, advance payment of expenses and access to a local doctor are not included in standard complementary health insurance contracts.
It is precisely in these situations that 24-hour assistance makes all the difference: it coordinates care, organizes repatriation if necessary and intervenes directly with local health establishments. Without it, the employee is left to deal with the emergency on his or her own from abroad.
2) Insurance solutions for teleworking abroad
The choice of suitable cover depends on the duration of the stay and the employee’s profile.
For a period of a few weeks to three months, travel insurance covers emergency medical expenses, repatriation and the main assistance benefits. For a stay of several months, an international health insurance for expatriates is recommended: it includes standard medical care, hospitalization, medical repatriation and contingency cover, with reimbursements calculated on the basis of actual rates in the host country.
For long-term stays related to teleworking abroad, Mondassur’s Gold Start range is particularly suitable International assistance: coverage of up to 100% for hospitalization and routine medical care, depending on the package chosen, including international assistance. To estimate your budget, consult our page how much does international health insurance cost.
Mondassur, a broker specializing in international health insurance for over 20 years, helps employees and employers choose the right plan for their situation, destination and length of stay.
What the employer must do
An employer who authorizes an employee to telework from abroad remains responsible for health and safety. He or she must check compliance with regulations in the host country, formalize the agreement in writing and ensure that the employee has appropriate health cover during his or her stay.
Any accident occurring during a period of teleworking abroad can be classified as an accident in the workplace, directly incurring the company’s liability. This point is often overlooked by SME managers, who deal with such situations on a case-by-case basis.
For companies that regularly deal with international mobility, a group contract covers all employees concerned under a single policy, with a dedicated contact person. Our team offers health insurance for your employees abroad tailored to your needs: coverage of healthcare costs, repatriation, provident benefits, crisis management, and even abduction or death benefits for high-risk destinations.
Modified by Aleksander Siebert on 04/23/2026
