With around 16% of the world’s companies now fully remote, places are starting to see how hiring globally can improve their turnover. Still, some places are not aware of the legal requirements for hiring employees over international borders. Do you do this yet and have you made sure you are following all the correct regulations to make sure you do this above board?

This article will help educate you on the methods you can put in place to ensure you follow all the legal demands such a hiring process will put on you. As you read through, check to see if there is anything you need to consider and whether you could improve your current 

Visas and Work Permits

Before you engage in international expansion, ensure that you do your research. Check you have all the right permissions in place for the people you need to work in your country. If you are bringing people into your office, ensure you get them the appropriate work visa or permit before they board a plane.

You will also want to check you are complying with the immigration laws relevant to your state or region. Make sure to register all the appropriate paperwork and have confirmation in writing that the person can work with you.

If you are unsure as to what is required of you, talk to an attorney or an immigration consultant. They can offer you advice and may even be able to register any paperwork so you do not need to run through the steps yourself.

Another option is to work with a global hiring agency. By finding a company that specialises in hiring remote workers, you can make sure they already have processes in place to handle such things. You can then leave all the details to them instead.

Employment Contract Limitations

You will need to understand how local contract regulations impact any agreement you make with anyone you hire. It may be that specific clauses do not carry legal weight, and you will have to check that you do not fall foul of contractual restrictions. Also, if a region has specific clauses it demands in a contract, make sure to include them to ensure the agreement remains valid.

If the person will remain remote, this is even more important as they will be subject to international employment laws when working for you. So long as you follow all the steps mandated by a specific region, you can ensure you protect both your company as well as foreign workers.

Employment Policies with Remote Work

You need to make sure you match the expectations of employees not only in the country in which you hire others but also local to you. Your internal policies should reflect the needs of everyone, no matter where they work, to ensure a good working environment.

Make sure that you understand cultural expectations in different areas. Examples you might not expect include payments such as “Tet” bonuses, mandatory paid vacation days, and breaks such as Siestas.

To ensure you meet many of these requirements or expectations, set up a transparent system of raising concerns related to remote work. Communicate that you are aware you may not be aware of every difference and that you want to respect the local needs of overseas talent.

If you want to get a head-start in this area, many global workforce acquisition companies can help you get a primer in such details.

Addressing Taxation Differences

Following international labour law includes ensuring you adhere to any tax laws that relate to hiring across borders. By complying with any tax treaties and legal requirements, you avoid fines that may impact your ongoing efforts.

If you are unsure about what you will need to do to make sure your remote teams receive appropriate taxation, you can always talk with an expert. International financial advisors can point you in the right direction. They will aim to allow your HR department to apportion pay in the right way.

Regular Legal Auditing

Over time, the laws and regulations of many different locations can change. When this happens, you need to ensure you get up-to-speed on them during the grace period most laws allow for. As such, once every year educate yourself on international employment laws, both local and those of your own country.

How PEO Solutions Can Help

Engaging with a PEO can help you avoid liability when it comes to international law. They can often take over an area of hiring to help you conform to specific regulations, or offer you advice and opportunities to reduce legal risks.

Help With Legal Compliance

PEOs will work with you to train your staff in the regulations they need to follow when they bring in remote workers. Onboarding for both workers and managers allows all parties to know they are following the law of their respective regions.

Network With Global Legal Advisors

These companies often have legal advisors on retainer or staff. They can help work with you if you discover issues that you need to resolve.

Payroll Management and Local Regulations

Instead of you paying for remote employees yourself and needing to know the laws of their location, you can use a PEO as a third-party payment option. You pay for the services of the PEO, who can then be responsible for the remote worker when it comes to hiring, firing, and pay.

Standardising HR Policies

Talking to a PEO helps you discover areas in your HR policies that might need updating. For example, you might need to include anti-discrimination text you would not usually find in your country, such as bias related to castes.

Handling Legal Requirements for Hiring Employees

By ensuring you follow all the above advice, you are likely to fulfill all the legal requirements for hiring employees from around the world. Despite your best efforts, though, you may be unsure if you have fulfilled all your legal obligations. This is why hiring a PEO can work wonders to save you time and money in the long run.

We specialise in finding skilled remote workers who can perform work for you, no matter what your needs are. So, get in contact today and learn more about what we can do to help grow your team.