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How the New Dutch Anti-Discrimination Law is changing the country’s labor market landscape

An unexpected and tragic side-effect of the COVID pandemic has been the demise of many small businesses and the subsequent unemployment of millions of workers around the globe, making global job markets highly competitive. In the Netherlands, a new bill has been proposed, called the Monitoring Equal Opportunities in Recruitment and Selection Act, to ensure… Read more How the New Dutch Anti-Discrimination Law is changing the country’s labor market landscape

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An unexpected and tragic side-effect of the COVID pandemic has been the demise of many small businesses and the subsequent unemployment of millions of workers around the globe, making global job markets highly competitive. In the Netherlands, a new bill has been proposed, called the Monitoring Equal Opportunities in Recruitment and Selection Act, to ensure fair job opportunities for qualified workers who may not fit the average worker profile. The bill is part of the Dutch Action Plan on Employment Market Discrimination 2018-2021, and its goal is to mandate and enforce compliance among business entities who operate in the Netherlands.

What the New Dutch Bill Proposes and How It Will Affect Businesses

In a nutshell, the primary tenets of the new bill are as follows:

  • To prohibit hiring discrimination based on sex, age, background, sexual orientation, disability, migration status, and pregnancy, and enforce compliance.
  • To provide people with equal opportunities and programs for dealing with employment discrimination.
  • To obligate employers to implement policies that combat discrimination in their hiring and selection processes.
  • To impose fines on companies found to be discriminatory and non-compliant.

Under the law, businesses with 10 or more employees will have to draft formalized equal opportunity policies in writing. Smaller employers with fewer than 10 employees will be allowed to verbalize their policies. In general, businesses with anti-discrimination policies in place should be minimally affected by the bill. Nevertheless, job applicants who are not chosen for a particular position will be able to contest the decision, based on discrimination, whether or not it in fact played a role. This can be costly for businesses, who will have to engage in legal battles to negate unfair charges. Meanwhile, business processes may be interrupted due to job positions remaining unfilled while enterprises are entangled in discrimination cases.

What Global Businesses can do to Deal with the New Dutch Anti-Discrimination Laws

For businesses who have already established operations in the Netherlands and are in the process of hiring a workforce there, it is imperative that you review and update your internal HR and hiring policies, and identify any policies or practices that might be construed to violate compliance requirements. If you plan to set up operations and hire workers in the Netherlands in the near future, you should carefully study the nuances of the labor bill and prepare to meet compliance guidelines. If you plan to operate without opening your own entity in the country, you will still need to adhere to the new bill’s requirements. Now is a good time to consider a solution alternative to learning all the nuances yourself, such as outsourcing your talent engagement to a global employer of record (GEOR) service provider.

How a Global EOR can Help Your Business Operating in the Netherlands Comply with the New Bill

In the world’s business realm, a global EOR is an international employment solutions provider that helps you navigate the legal fine points of hiring and compensating foreign workers, in full compliance with numerous in-country labor laws and regulations. Acumen International is a global EOR with an international presence in 190 countries worldwide. Anytime major policy shifts take place in a country, there are numerous uncertainties and unforeseen challenges to be ironed out. As a foreign company operating in the Netherlands, your enterprise can easily become caught in the crosshairs of the Equal Opportunities in Recruitment and Selection Act. By leveraging Acumen’s Global Employer of Record solution, your company can be assured of full compliance with the new Dutch hiring guidelines, saving you money, time and headaches from fines and litigation.

Safeguard Your Enterprise with Acumen’s GEOR Solution

Changes similar to those in the Netherlands are happening across the globe, and numerous in-country laws are constantly changing. As your global employment partner with extensive local expertise, Acumen can help you navigate similar legislative changes in 190 countries, sparing you from having to sort them out on your own. Our global experts will keep you updated on legislative changes, so you can compliantly engage global talent. To learn more about how Acumen’s global employment solutions can help your business, visit our website, or simply get your Acumen’s Express Quote for your country of interest now.

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Acumen’s Global PEO to Adjust to Global HR Trends & Changes 2020 – Annual Report

It would be hard to find a human alive who mourns the passing of 2020. No question that the year’s events in 2020 have upended almost every aspect of modern life, and global HR trends are no exception. Global businesses were affected in multiple ways by the events of 2020. Luckily, Acumen International knows how… Read more Acumen’s Global PEO to Adjust to Global HR Trends & Changes 2020 – Annual Report

It would be hard to find a human alive who mourns the passing of 2020. No question that the year’s events in 2020 have upended almost every aspect of modern life, and global HR trends are no exception. Global businesses were affected in multiple ways by the events of 2020. Luckily, Acumen International knows how to roll with the punches, and we have kept pace with the many changes occurring across the globe, to mitigate the impact on our international business partners. In this Annual Report article we present changes in top global HR trends 2020 “accompanied” by Acumen’s solutions provided and implemented and supported by our Case Studies! Enjoy… Table of Contents Global HR Changes 2020 + Our Solutions

  1. Changes in the Workplace
  2. Challenges for Hiring and Retention of Top Talent
  3. Worker Misclassification
  4. Employees Stranded Abroad
  5. Technology’s Impact on HR

Summary Acumen’s Solutions → Global Payroll Awards 2020 Recognition

Global HR Changes 2020 + Our Solutions

1. Changes in the Workplace

The COVID-19 pandemic became a major factor to result in the greatest global HR changes that reformatted many companies’ workplaces in 2020. We can name Remote work one of them. It turns to be a scenario that has been playing out within every country as the number of coronavirus cases swells and more employers commit to the social-distancing practices that health officials say will help hold back the pandemic spread. Working remotely, once a perk for trusted employees, became the new norm and officially – a demand by the Law for office workers in 2020 because of COVID-19 both on domestic and the global scales. Work from home practices in their turn resulted in changes in the system of paying employer taxes and mandatory contributions. Large international companies and corporations have been forced to reinvent ways to attract and retain key international talent as well as keeping an eye on the latest trends in compliant global hiring. Apart from the world’s biggest companies possessing the status of “International”, many SMEs (small and mid-size businesses) were classified as “non-essential,” taking massive losses or being forced out of business. Yet savvy business owners took advantage of the situation to innovate, moving their operations online and expanding their reach to international markets.

Acumen International Solution Provided

Many of the mentioned companies, who became our new clients this year, had been previously unaware of Acumen’s International PEO solution, and how it could help them resolve their global HR challenges. Now more than ever, these global businesses implement and enjoy the benefits offered by Acumen’s Global PEO aka Global EOR (Employer of Record) solution. We walked our clientele through the many benefits of the solutions provided and demonstrated we are there to help in 190 countries. Our in-country team of experts continually monitors local labor laws and HR-related regulations updates in every of 190 countries of our coverage, so we helped our clients’ companies always remain legally compliant within the countries they entered in 2020. Our clients entered the year of 2021 being aware and assured that with our help they can fast and easy do both:

  • hire a local expert in their (client’s) home country,
  • onboard an expatriate employee in any country of the world.

2. Challenges for Hiring and Retention of Top Talent

Attracting and retaining key employees posed new challenges for companies, as remote work eliminated geographic constraints and made hiring more competitive. With a quickly changing global landscape, Acumen’s Global PEO solution can help your business reshape its remote workforce retention policies and practices, to help you lure and retain the biggest fish in the international talent pool. Due to the pandemic 2020, immigration policies have changed and a number of restrictions have been introduced. All of this introduced extra difficulties for companies that wanted to bring the talent to the countries where they are based or renew visas and work permits for their existing workforce…

Acumen International Solution Provided

We helped a number of our clients (who had been unaware of the Global PEO solution priorly) not only to onboard their selected talent, but also – legally retain their remote worker in the country. We helped to either hire a local citizen or bring an expat into a country, paying them a salary so that they could continue to work for the client company. Some countries use complex methodologies to calculate employee payroll, that consist of minute details as well as specific nuances to be carefully adhered to. One of these countries is – Norway, where we had an unprecedented case to resolve this year. The goal was to grant the employee a compensation package in Norway that was equitable to the one they enjoyed in the United States… To get into the details of our solution – See our Norwegian Case Study.

3. Worker Misclassification

Classification of workers, both domestically and globally, posed new legal challenges, as companies leveraged the growing gig economy. The year 2020 was marked by numerous costly worker misclassification cases, including lawsuits against rideshare companies and food delivery services. And more suits are still there to come!.. Correct classification of workers both domestically and globally is becoming more complex, with ever-changing in-country rules and regulations, at the same time remaining crucial for employer companies! The focus problem to be aware of here is – to employ compliantly!

Acumen International Solution Provided

Company’s Global PEO solution has helped this year a number of businesses – our clients – avoid the risks of Contractors vs. Employees misclassification while retaining top talent and protecting their employer brand. A range of companies operating in Africa, Asia, and/or the Middle East would expand their operations to Europe. One of such companies wished to turn their Global Access Sales Director they have already had in France from an independent contractor to their employee in order to be compliant and get more commitment from the worker. We helped our client to break into the French market and keep moving, keeping the talented sales director long-term. At the same time we helped to avoid risks of misclassification that could result in costly lawsuits. To get into the details of our solution – See our French Case Study.

4. Employees Stranded Abroad

Many international employees were stranded abroad by COVID-19, and companies faced new challenges to keep their global talent pool legally employed. In one instance, a US citizen employed by a global healthcare entity was stranded in Taiwan while visiting his family.

Acumen International Solution Provided

The usual timeframe to apply for and get a work visa in Taiwan is normally 3 to 4 weeks. Our client needed to expedite the legal process, so that the employee could start working as soon as possible. Acumen International stepped in with its Express Global Employment solution: we immediately got all the needed employment documents ready, and – the very moment the employee got his visa – we employed him, thus enabling him to start his work. But we didn’t stop there… Read our Taiwan Case Study.

5. Technology’s Impact on HR

Changes and innovations in technology have upended the HR industry, bringing about new HR trends in global employment. The biggest “changes” of 2020 resuted in implementing COVID-19 employee tracking, tracing and assessment tools. The main focus of these tools now was – to enable our clients to communicate with their global staff, set the needed tasks, and track performance. Technologies for transferring money internationally also became even more important. Acumen is light years ahead of the competition, having developed during this year and is now getting prepared to present the HR world with two innovative self-service tools:

  • 💡 Global Payroll Calculator – an online SaaS only tool that helps clients instantly estimate total payroll costs and taxes in 190 countries;
  • 💡 Global HR Assistant (GHRA) – a global knowledge base with continually updated in-country information for 190 countries. It provides our client companies with valuable info to make informed decisions on global employment.

Summary

As a global employment innovator and a Global PEO service provider, Acumen International was able to leverage its global expertise and infrastructure to help companies adapt to changing global HR trends, grow and expand in 2020. Our 2020 “and a Little More” achievements include:

  • Scaling up of our NGO client sector.
  • Attracting new businesses in the Healthcare IT Solutions and media industries.
  • Establishing projects in 17 new countries:

1. Algeria
2. Bahamas
3. Benin
4. Bermuda
5. Bolivia
6. Cyprus
7. El Salvador
8. Fiji
9. Finland
10. Germany
11. Kyrgyzstan
12. Malawi
13. Suriname
14. Switzerland
15. Taiwan
16. Tanzania
17. Uruguay

The events of 2020 have forced internationally operating businesses to rethink how they hire, compensate and retain talent around the globe, and many are looking to Acumen’s Global PEO and EOR solutions to overcome the challenges caused by an ever-changing global business landscape. Whether your business is already a player on the world stage, or you are ready to expand to global markets, get a free quote on the cost of employment estimate in any country we cover.

Acumen’s Solutions → Global Payroll Awards 2020 Recognition

“To be recognized as 2020’s Professional Employment Organization of the Year is a great honor for us. Acumen’s global team is dedicated to providing the highest quality service to our international clients, and we are honored to accept this Award.”

Nick Ganzha, Founder and CEO of Acumen International

The Global Payroll Awards is an annual type of event featuring sponsorship by the Global Payroll Association (GPA) aimed at recognizing excellence in the Global Payroll industry. In 2020 the Association received a record number of submissions, which more than doubled the number of submissions in 2019. This year Acumen International services were recognized to become the Winner of GPA 2020 awards!

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5 Global Workforce Trends to Foresee in 2021

The year 2020 will undeniably go down in history as the year that upended the world, and its long-term impact has yet to be seen. But short-term, we can look ahead to 2021 and project likely changes in global workforce trends that businesses should be aware of, and offer some practical solutions for weathering the… Read more 5 Global Workforce Trends to Foresee in 2021

The year 2020 will undeniably go down in history as the year that upended the world, and its long-term impact has yet to be seen. But short-term, we can look ahead to 2021 and project likely changes in global workforce trends that businesses should be aware of, and offer some practical solutions for weathering the turbulent aftermath of 2020.

So, here are the top 5 global workforce trends that you can anticipate in 2021:

#1 – Local Labor Law Compliance & Control over Global Remote Workforce

Back in the spring of 2020 when businesses closed their doors and sent their office staffers home to work remotely, most of us expected to return to our old routines in a matter of weeks. But as the year dragged on, it became clear that remote work makes sense in the age of technology.

But of course, remote working isn’t all just fun – there are pros and cons. How do you manage your employee performance? How do you ensure remote employees are working to your company’s priorities, are productive and engaged and how do you encourage them without micromanaging? Sustaining high employee performance and maintaining efficiency in the new reality is one of the key objectives on local scale.

Things get even more complicated when it is related to a global workforce: in addition to employee performance management, employer companies need to come up with the new ways to engage and payroll their key talent globally, which in its turn means one more trouble for a global employer – ensuring their global organization is complying with all in-country labor laws.

With the COVID-19 pandemic “avalanche” companies are forced to find the ability to engage them as if they were working in the office. This legal compliance is a permanent type of challenge which demands incorporating appropriate business practices and getting regular updates on these laws that inevitably change.

That being said, the “stay with us” working with remote global workforce trend has its risks – you will have to comply with local laws and regulations concerning terms of employment and compensation.

Acumen Solution

Acumen’s Global Employer of Record solution is the perfect way for you to engage and retain a loyal remote workforce with minimal risk, and in full legal compliance with local requirements, as well as sustain control over performance. We act on your behalf in 190 countries around the globe, to mitigate your risks and help you build and efficiently manage your remote teams.

Our GEOR service can help ensure that your company does not fall victim to capricious labor laws that undermine your business. We offer and provide official employment in every country we cover, which in its turn also gives you the ability to attract and retain key global talent.

#2 – Reshaping Companies’ Global Talent Attraction & Retention Policies

“Employees are the heart of the company”

Disregarding the size of a company, employers will come to consider their workers, who have critical skills that the business relies on, even more in 2021. Based on the recent research, more than half of companies from around the world experience difficulties in retaining their employees. So, how do you win the employee retention battle on the needed geo scene?

The things to unite workers across positions, age and geography are: the desires for having flexible workplaces and work arrangements, attractive compensation packages (benefits) and perks.

Along with the statutory benefits, many leading international companies would voluntarily supply additional benefits to enhance talent retention and this tendency is to remain and grow in its essence in 2021.

Acumen Solution

Acumen’s global EOR solution can help you navigate and take advantage of the fine points of official employment of your foreign workers, supplying them with the mandatory benefits in full compliance with local labor laws and regulations. We would also provide voluntary on-demand benefits and perks to result in your pivotal employees’ feeling valued and secure, which in its turn is the key to your company’s stability.

Being a global EOR with an international presence in 190 countries worldwide, Acumen International possesses the capacity and expertise to supply perks along with compliant global workforce onboarding and payrolling.

Moreover, SMEs can take advantage of our company’s global PEO solution to deliver an attractive offer for key talents they wish to engage. This very moment Acumen International steps in to assist our SME clients in providing the benefits and perks on their behalf similar to those a large corporation would come up with.

#3 – More Difficulties with Global Employee Classification

In recent years, the line between employees and independent contractors has become blurred. Many companies hire long-term independent contractors who function for all intents and purposes as regular employees, often to circumvent issues related to compensation and taxes.

However, many countries are cracking down on businesses who exploit independent contractors and deny them the benefits of full-time employees. This poses challenges for companies with short-term overseas projects that need to onboard temporary specialists, without registering as an in-country business entity.

Acumen Solution

Acumen’s global Professional Employer Organization (PEO) service can help meet your overseas hiring needs. A global PEO is a third party that acts on your company’s behalf to hire and onboard foreign talent, excluding any risks of non compliant employment, e.g. as in case with rideshare companies that we all witnessed in 2020.

Acumen’s global PEO takes charge of hiring and onboarding, payroll processing, tax filing and employment termination in the countries where you plan to do business. With our help, you can avoid the financial losses related to misclassification and won’t be paying fines and facing any other restrictions that can harm your business.

#4 – International Labor Laws and Regulations Will be Stricter due to COVID-19 and Brexit

The COVID virus has imposed widespread travel restrictions, and has stalled or limited immigration in a number of countries. To complicate matters, Brexit has officially kicked in as of January 1, 2021, impacting countries and businesses across Europe.

Prior to Brexit, EU member status made it possible for UK businesses to expand into other EU markets, and vice-versa, with the ability to relocate key expat employees and hire local workers. Now that Brexit’s 2020 transition period has expired, UK and EU businesses have to sort out the complexities of changing laws regarding employer-employee relations between the two entities, without disrupting business workflow.

Acumen Solution

Acumen’s Global PEO offers a convenient, compliant and time-tested solution for companies undergoing global expansion in volatile times. The uncertainties brought about by Brexit resulted in changes regarding the processes of employment from both points: UK nationals in EU employment as well as onboarding EU citizens in the UK. Acumen’s Global PEO solution lets you pursue your business goals with confidence, knowing your business interests in the EU and UK are protected from post-Brexit backlash, no matter what changes it brings.

#5 – New Technologies and Innovations will Reshape the HR Industry

To keep pace with rapidly changing global workforce trends, the human resources industry will have to be quick on its feet. Technological innovations will come to the rescue with new tools for the management, oversight, engagement and retention of remote employees.

Some useful branches of newly emerging tech tools for HR include:

  • Human resource management (HRM) software – the systems to let you store employee data, and manage payroll, benefits, scheduling, recruiting and training. You can use it to assess cost-effectiveness and forecast future HR needs.
  • Employee tracking tools – help you monitor the productivity of your remote global workforce, to ensure that your projects are moving forward, and everyone is doing their jobs.
  • Workforce planning software – helps coordinate and sync work processes and projects across your organization, for a more efficient and productive workflow.
  • Workforce collaboration applications – allow remote workers to connect with colleagues, for efficient communication and collaboration on projects, and to cultivate a cohesive corporate culture.
  • Employee self-service portals – allow your global workforce to access basic functions and information from anywhere in the world, on any device, to maintain productive workflow.

Acumen Solution

Acumen meets the HR needs of companies of all sizes, with the company’s international expertise to ensure open communication with your remote global workforce and uninterrupted workflow in 2021 and beyond!

Request a free quote now to get a customized employment cost analysis, if you need to hire the selected candidates anywhere in the world out of 190 countries that we cover.

Summary

Global workforce trends are rapidly evolving, and new laws and restrictions are emerging across the globe. To minimize your risks and optimize your global expansion, Acumen International offers state-of-the-art solutions for businesses of all sizes. Learn more about how Acumen can help you reach your international business goals, today and in the future.