Applications should include the name and address of the employer in the United States and the other country, the full name, place and date of birth of the worker, nationality, U.S. and foreign Social Security numbers, location and date of employment, and the start and end date of the assignment abroad. (If the employee works for a foreign subsidiary of the U.S. company, the application should also indicate whether U.S. Social Security Insurance has been agreed upon for employees of the related company pursuant to Section 3121 (l) of the internal income code.) Self-employed workers should indicate their country of residence and the nature of their self-employment. When applying for certificates under the agreements with France and Japan, the employer (or non-employee) must also indicate whether the worker and accompanying family members are covered by health insurance. If you are seconded to the UK from an EEA country or Switzerland, please read what happens if I am a seconded worker from the EU, Norway, Iceland, Liechtenstein or Switzerland?. The answers to the following questions assume that you are from a non-EEA/Switzerland country with which the UK has a bilateral social security agreement. Most U.S. agreements eliminate dual coverage of autonomy by allocating coverage to the worker`s country of residence. For example, under the US-Swedish agreement, an American citizen living in Sweden and living in Sweden is covered only by the Swedish system and is excluded from US coverage. Australia currently has 31 bilateral international social security agreements.
A list of countries with which the United States currently has totalization agreements and copies of these agreements can be accessed under U.S. international social security agreements. Even if you do not use benefits in the UK or if you are only here for a short period of time, you normally cannot recover NIC if you leave, unless it was paid in error (for example. B you paid UK NIC if the agreement provided that you should have paid in your home country). Under certain conditions, a worker may be exempt from coverage in a contracting country, even if he or she has not been transferred directly from the United States. For example, when a U.S. company sends an employee from its New York office to work for four years in its Hong Kong office and then re-employs its employee for an additional four years in its London office, the employee may be released from the United Kingdom.