Full Breakdown
Teleperformance Employee Sues Over Cross-Border Remote Work
8/19/2026, 12:11:17 AM
Core Event: Tribunal Hearing on Relocation-Based Dismissal
Iryna Malyk, a Teleperformance employee based in the United Kingdom, filed a claim with an employment tribunal after the company terminated her employment when she attempted to relocate permanently to France while continuing to work on UK projects. The tribunal was informed that, during a follow-up call on June 26, Teleperformance manager Mr Aouate advised Malyk that working from France on a permanent basis could breach differing legal and tax regimes. The company subsequently dismissed her, prompting the legal challenge.
Background & Context: Remote-Work Policies After the Pandemic
The COVID-19 pandemic accelerated the adoption of long-term work-from-home arrangements, with many firms allowing employees to perform duties from locations outside the office. Teleperformance, a UK-based digital business-services provider, requires staff to fulfil contractual obligations from a UK residence. Malyk’s desire to accompany her husband to France and continue remote work highlighted the tension between flexible work policies and jurisdiction-specific employment, tax, and data-protection laws.
Key Figures & Groups
- Iryna Malyk – Employee of Teleperformance seeking to work from France.
- Mr Aouate – Teleperformance manager who communicated the legal concerns to Malyk.
- Drussila Solomon – Head of HR for Teleperformance in the UK, recipient of Malyk’s relocation email.
- Employment Tribunal – Judicial body assessing the legality of the dismissal.
Official Statements & Responses
Teleperformance’s HR department, represented by Solomon, indicated that the company could not accommodate Malyk’s relocation because it would potentially breach unspecified laws. The tribunal judge noted that Malyk’s contract explicitly required her to work from her UK home and that her insistence on working from France constituted a breach of that term. Malyk argued that she acted transparently and that the company’s response was disproportionate; the judge rejected this claim, siding with the employer’s interpretation of the contract.
Implications for Remote-Work Arrangements
The case underscores the need for clear cross-border remote-work policies that address legal, tax, and regulatory differences. Employers may need to revise contracts or provide explicit guidance for employees wishing to work from jurisdictions other than the one stipulated in their agreements, to avoid similar disputes.
