Remote Work Abroad? Why an A1 Certificate Is Essential

Workation = Cross-border employment requiring an A1 certificate

Even if it’s not a classic business trip or assignment, employees on a Workation are still performing work for a German employer – just from another country. From a social security perspective, that matters.

In short:
An A1 certificate is mandatory for Workations, provided the employee is working from an EU/EEA country or Switzerland.

What is an A1 certificate and why is it important?

The A1 certificate confirms that an employee remains subject to their home country’s social security system (e.g., Germany), even while temporarily working abroad. It prevents double social contributions in the host country and provides legal clarity for both employers and employees.

When is an A1 certificate required for a Workation?

• Remote work from an EU country (e.g., 3 weeks in Italy): A1 required
  
• Home office from a vacation home in Spain: A1 required
  
• Working from a family residence abroad: A1 required
  
• Holiday with no work performed: No A1 required
  

Important: The length of stay doesn't matter – even just a few days of remote work abroad legally require an A1 certificate.

Who is responsible for the A1 application?

The employer must always apply for the A1 certificate – even if the request for a Workation comes from the employee.

In most cases, the A1 is requested via the employee’s statutory health insurance provider. For those privately insured or in specific categories (e.g., civil servants), the German pension insurance authority may be responsible.

The application process (simplified overview)

1. Employee informs HR about planned Workation
   
2. HR reviews the legal framework (destination country, duration, type of work)
   
3. A1 application is submitted digitally (e.g., via sv.net or payroll software)
   
4. The certificate is issued and should be available during the Workation
   

Tip: Some countries require the A1 to be carried at all times, even during remote work. Ideally, employees should have it available in printed or digital form.

Risks of missing A1 certificates during Workations

Allowing remote work abroad without a valid A1 certificate can lead to serious consequences:

• Double social contributions in the host country
  
• Fines or penalties during audits
  
• Uncertainty regarding insurance coverage (e.g., illness or accidents)
  
• Employer liability risks
  

Countries such as Austria, France, and Switzerland have significantly increased their enforcement – including for digital nomads and Workation scenarios.

Staying compliant: Recommendations for HR and Global Mobility

• Establish a clear Workation policy: Who can work abroad, where, and for how long?
  
• Implement reporting processes: Employees must inform HR in advance
  
• Standardize A1 application procedures
  
• Track country-specific requirements (e.g., minimum stay, registration rules)
  
• Use tools to manage cross-border remote work
  

A1 certificates made easy: Save time with premote’s automated solution 

As Workations and flexible work models continue to grow, it pays off for companies to adopt a digital solution. Tools like premote offer fully automated A1 certificate processing for any type of remote work abroad – including intelligent checks, digital submissions, and audit-proof documentation.

Key benefits:

• Automatic detection of A1-relevant cases
• Direct communication with health insurance providers
• Integration with HRIS & travel systems
• Fewer manual errors
• Fast, scalable processes for modern workforces
  
  

Conclusion: Workation is flexible – social security obligations are not

Workations are a great benefit and promote employee satisfaction. But for HR leaders, the A1 certificate must be a non-negotiable part of the planning process. Regardless of the location – be it a coworking space, a beachside café, or a family home abroad – the activity remains subject to social insurance regulations.

Those who think ahead and rely on digital workflows can provide their teams with the desired flexibility without compromising compliance.

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The information provided on this website does not constitute legal advice and is not intended to address any legal issues or problems that may arise in individual cases. The information on this website is of a general nature and is provided for informational purposes only. If you need legal advice for your individual situation, you should seek the advice of a qualified attorney.