Ask your employer to approve a specific overseas working arrangement, not an open-ended promise to work from anywhere. A useful proposal gives the country, dates, schedule and practical responsibilities, then leaves payroll, employment and data-access questions with the people who can assess them.
Bring a proposal your manager can evaluate
- Location and period: identify the country and intended start and end dates.
- Availability: show meeting hours in both time zones and explain daylight-saving changes.
- Delivery: name the work that will be completed and how progress will be visible.
- Continuity: identify backup internet, a contact method and what happens if travel plans change.
Use this conversation outline
“I would like to work from the proposed country during the dates below. My usual responsibilities would continue, and these are the hours when I can attend meetings. Could HR, payroll and information security review the arrangement before I book accommodation? I would also like to agree how we handle a change of location or an early return.” Replace the details with your own facts; this is a discussion starter, not a legal permission letter.
Keep different approvals separate
A manager’s agreement is useful but may not resolve immigration, payroll or social-security requirements. HMRC’s guidance for globally mobile employees illustrates why the work location can matter for UK-related payroll; other country combinations need their own assessment. Do not ask a manager to certify conclusions outside their responsibility.
Record the final arrangement
Save the approved location, dates, hours, review date and contact people. Check that your access to work systems follows the employer’s rules. If a visa application needs a formal employer letter, use the accepting authority’s exact requirements. Revisit approval before extending the stay or changing countries.
Official guidance
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