Short Term Assignments in 2025: What HR Teams Need to Get Right
Short term international assignments are on the rise. Companies are moving talent across borders faster than ever, especially for short projects, pilot programs, and consultancy roles. And while these moves seem simpler than full relocations, HR professionals know the truth, they come with just as many compliance risks, tight timelines, and paperwork. Not only are there risks, but in order for the employee to settle, there is an underlying requirement for the process to be swift and smooth.
From choosing the right visa to avoiding double taxation, a short assignment can go sideways without the right plan in place. This blog walks through the key risks, what to prepare, and how Jimble supports HR teams to get short term mobility right from the start.
Why Short-Term Assignments Are Gaining Ground
Traditional expat moves are changing. Instead of three-year placements, companies are choosing quicker, more flexible assignments that last a few weeks to under a year.
And it makes sense.
- Assignments are easier to set up
- Relocation costs are lower
- Employees value flexibility
- It aligns with hybrid and remote work setups
According to Mercer’s Global Talent Trends 2023, more than 60 percent of global mobility programs now include short term assignments. But despite being shorter, these assignments still require full compliance, especially in 2025, as countries tighten their employment and tax regulations.
The Most Common Compliance Gaps HR Teams Face
Short term does not mean low risk. If anything, fast assignments can be even more complicated. These are the four areas where companies often slip up:
1. Using the Wrong Visa
A business visitor visa is not a catch-all. In many cases, even for short assignments, a proper work permit is required.
According to the IND (the Dutch Immigration office) Netherlands, employees performing services may need authorization even for stays under 90 days.
For reference, Schengen visa rules clearly separate business travel from active employment.
2. Triggering Unexpected Tax Residency
Stay too long, and your employee could become a tax resident in the host country. That often happens around the 183-day threshold, which can result in double taxation or payroll issues.
HR needs to align payroll teams early and be clear on local tax reporting obligations, especially when an assignment might be extended.
3. Forgetting the A1 Certificate (for EU Assignments)
When moving employees across EU countries, the A1 certificate confirms that the employee remains under their home country’s social security system. Without it, the host country may require contributions too, creating costly overlaps.
The European Commission explains how this form protects employers and employees from dual obligations.
4. Missing Local Registration Steps
In the Netherlands, employees staying longer than four months must register with the municipality to receive a citizen service number, known as the BSN. This number functions as the Dutch equivalent of a social security number. It is used to identify individuals in interactions with government bodies, healthcare providers, and financial institutions. Without it, employees cannot access payroll, open a bank account, apply for health insurance, or complete many essential registrations.
It is often assumed that short term means informal. In the Netherlands, it doesn’t. Legal processes like registration and obtaining a social security number (BSN) still apply, no matter the assignment length.
What HR Should Prepare Before Any Short Term Assignment
If you are managing international assignments that last under a year, here is what you need to get ahead of:
- Understand the scope and duration of the assignment
- Confirm the correct visa or permit based on location
- Secure the A1 certificate or equivalent if applicable
- Align payroll early to avoid double taxation
- Arrange compliant temporary housing
- Ensure registration, social security number (BSN), and municipal documentation
- Offer pre-arrival support and guidance to the employee
Need help covering all of this? See how Jimble simplifies compliance on our immigration services page.
How Jimble Helps HR Teams Stay Ahead
At Jimble, we work alongside HR and global mobility teams to keep short term assignments compliant, smooth, and stress-free. Whether it is a three month move or a temporary contract across the border, we offer full support for:
- Visa and permit applications
- Short term housing search and lease setup
- Social Security Number appointments and registration assistance
- A1 certificate coordination
- Tax and 30 percent ruling advisory
- School search and partner support, even for temporary moves
If you are moving talent to the Netherlands, check out our home finding support.
Why Planning Ahead Still Matters
Short term moves often come together fast. And under pressure, it is easy to miss critical steps, from paperwork to housing availability to A1 submission timelines.
The European Commission emphasizes the value of early documentation for social security coordination. Similarly, the OECD warns of cross-border tax missteps when companies fail to track stay durations.
We regularly see HR teams trying to get employees abroad in under a month. That is possible, but only with proper structure, local knowledge, and guidance. Whether it is six weeks or six months, every assignment deserves the same attention to compliance as a long term relocation. With short term assignments, time is often limited, which makes it even more important to act fast while staying compliant. This is where a destination service provider adds real value, handling local regulations quickly and efficiently so nothing gets overlooked.
Need help building your process? Start by getting to know our services
🌍 Final Thoughts
Short term assignments help companies move faster, but only if they are planned right. If the right permits, registrations, or payroll adjustments are missing, even a short move can become a long problem. Relocating is taxing not only for HR teams but for employees due to multiple reasons, but for short term assignments, the time to adjust and settle is even shorter.
With Jimble, you do not need to figure it all out alone. We help your team avoid compliance risks, meet deadlines, and make sure every move reflects your company’s commitment to its people.
Here at Jimble Destination Service Provider, we provide support at every step of your relocation journey. Are you relocating to the Netherlands from the US for work? Contact us to talk to one of our specialists, to find out how we can help you have the best relocation experience.
