Manager - Direct Tax
Cross-border secondment arrangements are widely used by multinational groups to facilitate knowledge transfer, governance oversight, strategic project execution and workforce mobility across jurisdictions. However, Indian tax authorities increasingly examine the substance of these arrangements to determine the true employer relationship and associated tax consequences. Therefore, businesses must carefully assess PE exposure, withholding tax obligations, GST implications, treaty benefits and compliance requirements before implementing a secondment structure.
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Cross-border secondment arrangements have become an integral component of multinational business models. Global organizations frequently deploy personnel across jurisdictions to facilitate knowledge transfer, strengthen governance, implement group policies, support strategic projects and bridge talent gaps.
In recent years, Indian tax authorities and courts have increasingly focused on the substance of secondment arrangements rather than their contractual characterization.
Consequently, businesses must carefully evaluate the economic employer relationship, tax treaty implications, Permanent Establishment (PE) risks, withholding tax obligations, GST exposure & compliance requirements before implementing a secondment structure.
A cross-border secondment typically involves an employee of a foreign entity being temporarily assigned to work with an Indian group company or vice versa.
The principle objectives generally include:
Foreign Entity – The foreign entity generally seeks to:
Host Entity – The host entity aims to:
Seconded Employee – The employee typically benefits through:
A key issue in every secondment arrangement is determining whether the foreign entity continues to be the employer or whether the Indian entity assumes the role of the real (economic) employer.
The different types of employers and their respective roles and responsibilities are discussed below:
Legal Employer – The legal employer usually:
Economic / Real Employer – The economic employer is the entity that:
The judgment emphasized that substance should prevail over contractual form.
In a significant recent ruling, the Delhi High Court held that reimbursements received by EY US from Indian group entities in respect of deputed employees were taxable as FTS under the India-US DTAA.
The Court observed that the foreign entity retained employment lien over the secondees and that EY methodologies, technical processes, and know-how were transferred to the Indian entities, thereby satisfying the “Make Available” requirement.
The decision reinforces the Revenue’s position that cost-to-cost reimbursement may nevertheless be taxable where technical expertise is transferred and the foreign enterprise continues to maintain substantive employment rights.
It depends on the actual functions performed and control exercised over the employee, not just the contractual arrangement. As held by the Supreme Court in Morgan Stanley (2007), mere stewardship or monitoring activities do not create PE. However, if the foreign entity retains significant control over the seconded employee’s work, PE exposure may arise.
Not automatically. Courts have held that pure cost reimbursement isn’t inherently taxable as Fees for Technical Services (FTS). However, per Centrica (2014) and the recent Ernst & Young US LLP (2026) ruling, if the foreign company retains the employment lien and technical expertise / know-how is transferred to the Indian entity, the reimbursement can be taxed as FTS, especially where the treaty has a “Make Available” clause.
The real (economic) employer is determined by who exercises day-to-day supervision, controls work activities, evaluates performance, and bears the economic risk of employment, not simply who pays the salary or holds the contract. This distinction is central to most tax and GST disputes in this area.
Yes. The Supreme Court in Northern Operating Systems (2022) held that if the foreign company continues to be the actual employer and reimbursements effectively represent payment for supplying personnel, the arrangement can be classified as manpower supply services, attracting GST or service tax.
Ensure robust documentation, clearly define roles and responsibilities between the foreign and host entities, evaluate FTS and PE exposure under applicable treaties, and — most importantly, ensure your actual business conduct matches your contractual terms. Courts increasingly look at substance over form, so consistency between paperwork and practice is critical.
Cross-border secondment arrangements sit at the intersection of employment law, income-tax law, GST, immigration regulations, social security rules and international tax treaties. Recent judicial developments demonstrate that Indian courts are increasingly focused on identifying the real employer, assessing control and supervision, evaluating knowledge transfer & examining the economic substance of arrangements.
The rulings in Centrica, Northern Operating Systems, Flipkart & Ernst & Young US LLP collectively establish that there is no universal tax treatment for secondment arrangements. Each arrangement must be independently evaluated based on its facts, contractual terms, operational realities and treaty provisions.
Accordingly, multinational groups should ensure robust documentation, clear allocation of responsibilities, proper evaluation of FTS and PE exposure and consistency between contractual arrangements and actual business conduct to effectively manage tax and litigation risks arising from cross-border secondments.
Planning a cross-border secondment? Let UJA Global Advisory help you get the structure, documentation & compliance right.
Facts :
Held I:
Facts :
The assessee claimed deduction under section 80G amounting to Rs. 8.30 lakhs. The Assessing Officer disallowed the claim, initiated penalty proceedings under section 270A, and subsequently levied penalty under the said provision.
Held II:
Facts :
The assessee, an individual, filed her return for A.Y. 2017-18 declaring total income of about Rs. 0.69 lakh from salary and interest. Her case was selected for scrutiny on account of cash deposits of Rs. 11.40 lakh made in three bank accounts during the demonetisation period. She explained that the deposits represented marriage gifts received on her marriage solemnised on 1-5-2016, past savings and cash retained at home for medical contingencies relating to her specially-abled step-son and ailing mother-in-law.
HELD:
It has been represented that the delay in furnishing the prescribed application was attributable to bona-fide reasons and other circumstances resulting in genuine hardship to the funds or institutions in terms of receipt of donations.
S.O. 3759(E).—In pursuance of section 258(1)(b) of Income-tax Act, 2025, the Central Government hereby specifies Principal Secretary, Cooperation, Marketing and Textile Department, Government of Maharashtra for the purposes of the said section in connection with sharing of information regarding income-tax payers’ for identifying eligible beneficiaries under the Punyashlok Ahilyadevi Holkar Farmer Loan Waiver Scheme, 2026.
S.O. 3889(E).—In exercise of the powers conferred by section 72(8)(a) of the Income-tax Act, 2025 (30 of 2025), the Central Government hereby specifies the Cost Inflation Index as mentioned in column (3) of the Table below for the Financial Years mentioned in the corresponding entry in column (2) of the said Table, namely:
Sl. No. | Financial Year | Cost Inflation Index |
(1) | (2) | (3) |
1 | 2026-27 | 384 |
2.This notification shall apply to the tax year 2026-27 on and from the 1stday of April, 2026 and subsequent tax years.
Various representations are received by TPL Division since Income-tax Act, 2025 has come into force from 01.04.2026 requesting to furnish comments/inputs seeking clarification related to transition provisions under section 536.
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