Frequently Asked Questions

Penn’s work abroad guidance applies to all Penn faculty, regular staff, and postdocs.

No, faculty on an approved sabbatical and who are receiving only sabbatical pay while outside the U.S.  are exempt from this work abroad policy.

Note that only sabbatical pay is exempt from this policy. Faculty on a global sabbatical who will also receive service payments from the University (e.g. who will teach a course remotely from outside the U.S. for additional pay) are subject to this work abroad policy. 

Some foreign countries’ tax laws will apply based on an individual’s physical presence in that country, regardless of the reason. Faculty planning an international sabbatical are encouraged to consult with a personal tax advisor prior to departure.

No, current or recent employees of the University cannot be engaged as independent contractors. If a department wishes to retain an employee who will relocate outside the U.S., the department should complete an Employment Abroad Request.

For employment purposes, U.S. territories are considered international locations. Penn’s Flexible, Hybrid, and Remote Work Policy applies only to work taking place within the 50 U.S. states or D.C. Requests to work in a U.S. territory are treated as international locations and should be submitted as an Employment Abroad Request for review.

Before submitting an Employment Abroad Request, foreign nationals who are under University of Pennsylvania visa sponsorship must first consult with Penn ISSS to determine their eligibility for overseas employment. Guidelines and requirements will vary based on the employee’s visa type.

Penn employees whose Employment Abroad Request has been approved by GSS and who will remain on Penn’s U.S. payroll during the work abroad period will generally retain their University benefits. However, travelers should consult with their HR representative and medical insurance provider prior to departure from the U.S. to review existing coverage and benefit capabilities in the country of work. Penn business travelers must also register their international work travel in MyTrips which will provide access to Penn’s International SOS travel medical insurance policy for the duration of the approved Penn-affiliated trip.

Employees engaged through a third-party Employer of Record on a non-U.S. payroll may receive statutory benefits locally in the country of work through their local employer of record.

This work abroad policy does not apply to students, including those employed by the University. For more information on paying students abroad, please visit the Students Working Abroad information page.

Work abroad days are calculated based on the number of consecutive calendar days an employee will spend outside the U.S., including weekends, holidays, and PTO. Many countries’ tax laws will apply based on an individual’s physical presence in that country, regardless of the reason, and so all days physically outside the U.S. should be counted and reported for GSS review. GSS will consider the employees’ activities, any paid time off, and country-specific laws and guidelines as part of their review process.

No, only requests to work abroad for 30 calendar days or more must be submitted for GSS review.