Compliance

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.

Building a global employment solution comes with a constant stream of choices. How do you operate in each country? What employment model is best? The list goes on. It’s our job to answer these questions with ironclad compliance in mind and in customers' best interest so they are not at risk.

Running a global organisation carries a raft of HR compliance responsibilities, which derive from local employment and labour laws. To make matters even more complicated, many regulations are amended every year and companies are expected to stay on top of new rulings.

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 some countries, the Employer of Record model is not aligned with local employment legislation, which may restrict outsourcing of employment. To understand why Spain is a country we cannot currently support, it’s worth understanding how we operate in other countries.

When it comes to pay strategies the fundamental ambition for most businesses is to be fair, leaving employees feeling properly represented and remunerated. However, fair pay is becoming increasingly nuanced and difficult to define as companies grapple with employing people in multiple countries.

The most crucial aspect of international employment is understanding the law in the country where your employee is relocating. Every place has its own unique rules on your contractual obligations, statutory notice periods, taxation, and employee protections.

HR teams are facing a huge backlog of issues resulting from the pandemic, and it’s understandable that some decisions have been postponed in the face of this never-ending crisis. But businesses can no longer allow uncertainty to lead to a lack of strategic action.

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 the Philippines? 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 worker residing in the Philippines is entitled to.

As the world slowly tries to find its footing in this latest chapter of the COVID-19 story, making sense of how all that impacts the world of work feels almost impossible. In times like these, law can be a guiding light.

Becoming an effective compliant remote company may not be a unicorn kind of narrative, but it's good for business, especially in a time of a pandemic, as it puts people's well-being and safety first. 

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.

There are various laws and regulations that any employer in any country needs to comply with. Previously we talked about the dangers of misclassification, in this post, we would like to give you five clear reasons why you should be a compliant remote employer.

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.

Albeit a common practice when working with remote workers, hiring them as independent contractors can have financial, strategic, reputational and ethical repercussions.

As many companies opt to operate remotely, they will need to comply with many rules and regulations. A 10-step guide how to be a compliant remote company.