Global Employment Blog

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.

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.

In this guide, we’ll cover the basics of setting up global payroll, the different ways of managing the process, how external payroll partners operate, and best practice tips to avoid common stumbling blocks when managing payroll on an ongoing basis.

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.

There are many reasons why a company may consider outsourcing payroll operations. Before we get into how you will choose what the best payroll outsourcing option is for you, it's important to understand what your options are. 

Moving away from your home country is not as simple as making a down payment on a flat and jumping on a plane. There are plenty of complexities to navigate, such as complying with local tax obligations, and figuring out how you’ll interact with your colleagues and perform effectively in your role.

Let’s take a look at some of the good work going on around the globe - considering pay, maternity packages, flexible working and forms of leave specifically catered to women and their circumstances.

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.

Getting benefits right is a big deal, particularly given that the international jobs market is more competitive than ever. If you’re struggling to attract overseas candidates, here are five steps to make your benefits package market-leading in every location.

The best employers know that focusing on salary alone will only get you so far. You also need to create loyalty amongst your people. This is why employee benefits matter. They provide the support that impacts all aspects of people’s lives – our health, our happiness, our family, and even our future.

Your employee benefits tell a story about what kind of business you are and how you value your people. If you get your benefits package wrong, you could miss out on the best hires or lose existing team members to the competition.