Who is this report for?

This report is for anyone involved in global workforce decisions — CFOs, CHROs, COOs, legal and compliance leaders, and regional operations teams at mid-market and enterprise organizations hiring across borders.

How does an employer of record help CFOs, COOs, and CHROs and their teams manage global hiring risk?

An EOR acts as the legal employer for workers in other countries — handling local payroll, tax compliance, contracts, and benefits. For those involved in workforce planning and strategy or global hiring, that translates to efficient, expedited hiring in compliance with local laws; less exposure to compliance failures; more predictable costs; and a single, accountable partner.

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GLOBAL HIRING CONFIDENCE SERIES

96% of companies are ready to hire abroad. Are workers interested?

In this piece of primary research, a follow-up to our CFO report, we surveyed 1,268 workers in the US and UK about working for companies based in other countries. Here’s what workers really want — and expect — from global employment.

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Cover and inside page of Safeguard Global’s report “What Workers Really Want — and Expect — from Global Employment”, part of the Global Hiring Confidence Series

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CFOs are ready to hire across borders

In Safeguard Global’s 2026 CFO study, 97% said they are interested in hiring globally and 96% said their organization is prepared to do this.

Workers are less sure. Fifty-seven percent of the 1,268 US and UK workers in our follow-up survey would work remotely for an overseas company, and 42% would relocate abroad for a job. For remote roles, the hesitation comes down to whether a foreign employer can get pay, taxes, and benefits right. For relocation, it’s about the support workers would get to make the move.

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What the report covers

The report compares CFOs’ confidence about hiring abroad with how workers feel about overseas employers. Here’s a preview of what the report dives into:

How willingness to work remotely for an overseas company compares with willingness to relocate abroad, and where US and UK workers differ
The share of US and UK workers who are concerned about whether an overseas employer would understand how their local taxes work
The support US and UK workers expect from an employer, such as covering moving costs and providing visa support, before they would agree to relocate

The report also looks at:

How long job seekers would search at home before looking for work in another country
How geopolitical instability affects decisions for both employers and candidates
The areas in which CFOs say they’d value outside expertise

Workers who are concerned about taxes: 90% US, 86% UK. Employment protections: 86% US, 86% UK. Job security: 84% US, 86% UK. Correct, on-time pay: 79% US, 74% UK.

Why this matters

83% of CFOs are confident their organizations can manage global contracts, payroll, taxes, and benefits for remote workers abroad. Yet, at least 85% of workers are concerned about an overseas employer’s ability to handle tax deductions, employment protections, and job security.
A higher salary was workers’ top choice for what would make them more confident about a remote role with a company in another country. Nothing else came close.
40% of CFOs say geopolitical strife has made them more cautious about hiring globally, and nearly six in ten workers would accept a job abroad only if the employer’s country had no active or recent crises.

About the research

Commissioned by Safeguard Global and fielded by Dynata from Sept. 21 to Oct. 2, 2026, the survey providing the data for this report gathered insights from 1,268 working adults (599 in the US, 669 in the UK).

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See what it takes to win global talent

Download the report for the full US and UK breakdown and what employers need to have in place before they make an offer abroad.  

Read the previous report

You can also download the previous report in the Global Hiring Confidence Series, Untangling the CFO Paradox Between Confidence and Restraint.

Read the report

FAQ

Frequently asked questions

The report examines workers’ attitudes toward remote roles with overseas organizations as well as jobs that require them to relocate to another country, looking specifically at what employers need to keep in mind as they seek candidates for these roles. With respect to remote roles, it shares workers’ concerns about an employer’s ability to correctly manage tax deductions and remittances, contracts, and accurate, timely payments. The report also lists workers’ criteria for roles that require relocation.

We asked workers in the US and UK how they feel about taking a remote role with a company outside their own country and about relocating to another country for a job. They are more open to a remote role with an overseas company than relocating abroad for a job, but they have criteria that employers would have to satisfy before they would take either kind of role. Their checklists include better salaries, comparable benefits, and — for roles that require relocation — assistance with visas and relocation costs.

Here's what you'll understand after watching a demo

See how to hire internationally without setting up a local entity.
Learn how employment contracts, payroll and local requirements are managed.
See what happens from onboarding to getting employees paid.

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