Employment

Explore the pros and cons of an EOR versus in-house HR for global employment, ensuring compliance and efficiency in international expansion.

There are a few critical signs to look out for that indicate whether a prospective Employer of Record (EOR) is one that you can trust. And none is more representative than how they price and discuss their services.

If you are thinking about changing your Employer of Record (EOR), then it’s normal to have some concerns. But don’t let that stop you from acting on the important reasons you’re considering the switch in the first place.

International remote employment can be challenging due to the complex legal and compliance requirements. It is crucial to avoid misclassifying workers and adhere to local employment laws, including running local payroll and fulfilling employer obligations.

Learning the ropes of managing an international workforce is worth it because of global employment's value to your business. Opening up to cross-border employment helps attract talent, democratises access to well-paid jobs, fosters the well-being of employees, and creates more diverse organisations.

In today’s world of remote-working, there’s never been a better opportunity for businesses to expand globally, to reach new markets, or access the best, brightest, and most diverse talent. There’s just one problem. People need to be employed where they live and local employment laws are complex.

Remote working showed everyone that jobs that were once thought of as purely office-based have been successfully carried out virtually. But while there are significant opportunities for employers to benefit from a global talent pool it’s rarely as simple as it might first seem.

In this post, we explain in detail what an Employer of Record is and what to expect from such a service provider. Firstly, however, it’s important to understand what employment itself means.

Running a global, remote-based organisation carries a raft of HR compliance challenges. But fear not! We’ve come up with a simple guide to help you meet these challenges head-on and establish yourself as a leading, people-first employer.

For while the pandemic has accelerated the shift towards remote working, not allowing for much time to iron out the details and causing some teething pains along the way, the business world had a big problem with excessive, often unpaid out-of-hours remote working well before Covid. It's time to do something about it.

The way we work is changing more rapidly than ever. As 2021 draws to an end, we thought we’d take the opportunity to reflect on the moments that have had the greatest bearing on the global employment.

All over the world, Covid-19 has led to what's been dubbed the Great Resignation: millions of people, from frontline workers to senior executives, voluntarily calling time on their jobs. Is location-independent work the antidote?

For years employees have been clamouring for more opportunities to work from home; to work overseas; to live a more flexible and balanced life. However, when it comes to being legally employed to do so, things become a lot trickier.

Considering employing someone in Lithuania? Check out our guide to employee rights to understand what you need to comply with as an employer.

Considering employing someone in Brazil? One area you need to master is the local employee rights a worker residing there is entitled to. Here is a guide to employee rights in Brazil to help you understand what you need to comply with.

Considering employing someone in Canada? To do that compliantly, an employer has a lot of obligations they have to fulfil. Here is a guide to employee rights in Canada to help you understand what you need to comply with.

If you have been tasked with finding a way to employ your distributed employees, you probably have already come across the Employer of Record model. I was once tasked with finding a way to employ and pay an overseas team, and here is what I learned.

Considering employing someone in New Zealand? Here is a guide to employee rights in New Zealand to help you understand what you need to comply with. A key topic is the set of local employee rights a worker residing in New Zealand is entitled to.

It’s been a while since the UK officially exited the EU. While many aspects of Brexit are better understood now, we have a way to go to grasp all the details. One crucial topic to many companies with UK-based employees or those employing UK nationals abroad is how Brexit impacts employment. 

Considering employing someone in France? To employ someone there, you need to be a registered employer. Get a full overview of what employing someone in France would take and see all the obligations you will have as an employer.

Considering employing someone in Poland? To do that compliantly, an employer has a lot of obligations they have to fulfil. Continue reading for a full overview of what employing someone in Poland takes and see all the obligations you will have as an employer.

To employees, employment may seem relatively straightforward at the front end - sign a contract, get paid once a month, receive a payslip, take some time off when needed. Managing the back end is where the complexity begins.

Considering employing someone in Australia? To do that compliantly, an employer has a lot of obligations they have to fulfil. One area is the set of local employee rights a remote worker in Australia is entitled to, especially if they fall under Modern Awards.

Considering employing someone in The Netherlands? To do that compliantly, an employer has a lot of obligations they have to fulfil. One comprehensive and important topic is the set of local employee rights a remote worker in The Netherlands is entitled to.

Compliant employment comes with a lot of obligations you have to be on top of. When you are doing that in a foreign country, everything will be brand new and you will have a lot of learning to do. Here is a guide to employee rights in Germany to help you understand what you need to comply with.

We are excited to start a new series of posts, which looks at the WFH rules, and regulations as well as tax breaks and allowances around the world. We kick off with a guide on working from home in New Zealand.

As an employer, what are you to do if an employee asks you to move back to their home country? Should you do the right thing and allow them to move back, and if you do, how do you deal with this from an operational perspective? Let's find out!

Working as independent contractors can leave people feeling like second class citizens in comparison to their properly employed counterparts. Still, it has to happen in a compliant and legal way, for the benefit of all.

Hello! We’re Boundless, and we make it easy to employ anyone, anywhere! Boundless makes it possible to get up and running quickly, with less effort, for less cost.