Global employment today is a puzzle. Some pieces are missing, some are swapped around, and some are even upside down or inside out. Whether you are a multinational corporation, an international non-profit, or just a business that operates in more than one country, you have probably had the experience of running into some of the same challenges with global employment.

When hiring a staff to work overseas, some challenges come far beyond the nuts and bolts of finding and vetting candidates. Companies often overlook these challenges when they think only of locally-hired employees, which can have extreme consequences for businesses that employ a workforce internationally.

The employment laws, compliance regulations, legal requirements, and tax implications can be complicated. The laws vary widely by country, making it challenging to structure payroll and employee benefit plans around international operations.

Why is this? Because if you are not careful, you might find yourself unwittingly breaking one employment law regulation or another in your new country. This could lead to fines, other legal issues, and harmful public exposure for your brand. It is not just about being bad for your business, though; it is also about being bad for the people who work in your company.

A global Employer of Record helps solve the global employment puzzle. That’s why companies turn to a global EOR that has experience operating in many countries and can provide expert advice on compliance issues.

1. Local Incorporation Cost and Risk

Different businesses have different strategies for entering and exiting countries. However, ad-hoc strategies are more likely to lead to miscommunication and problems. Businesses must have a fully implemented strategy before entering or exiting countries. By doing more planning and preparation, the process will be more straightforward.

3 Options for Multi-location International Employment

Businesses establishing a global presence face the challenge of managing and scaling an employee base with no common borders or language. To successfully expand abroad, companies have several options for enabling hiring in international markets. 

There are six key things to consider when choosing an employment method for your company’s global expansion:

1. Budget and time frame
2. Tax implications
3. Compliance
4. Employment liability
5. IP protection
6. Asset acquisition.

3 Most Common ways of Local Entity Establishment

1. Overseas Permanent Establishment (a representative office, a branch, a subsidiary, and other foreign legal entity types )
2. Selecting independent contractors to handle tasks remotely.
3. Work with a global EOR (Employer of Record) and GEO (Global Professional Employer Organisation) Partner. 

You’re expanding your business into new territories with many new challenges. You’re revising your business models to better suit overseas markets, setting up foreign entities to make local hires, and dealing with the tax implications.

Incorporation and payroll registration at the local level are essential. However, the associated costs and time investment required for skilled accounting and legal support can be prohibitive. A Global Employer of Record is the solution that helps you skip the costly and time-consuming tasks of local incorporation and registration. A global EOR ensures compliance without sacrificing flexibility or control of your foreign workforce.

Engaging the services of a global EOR (employer of Record) lets you offload compliance-related concerns and skip the hassle of incorporation.

Skip the paperwork, and skip the hassle. Stop worrying about complex tax rules and legal issues your business faces. Let us help you enter foreign markets with just one payment and a single contract.

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2. Employment Taxes

The world is becoming increasingly connected, with people and businesses moving across borders to take advantage of opportunities. However, employment and tax legislation have not kept up with this trend, making it difficult for companies to stay compliant.

Employment taxes can be a significant burden for businesses, especially those that hire internationally.

There are many different types of taxes that businesses have to pay, but employment taxes are one of the most important and ever-evolving. These taxes can vary significantly from country to country and can be a large portion of a monthly salary. Not only are the rates different in each country and state, but the tax filing methods can be highly complicated. So it can be challenging to figure out how much you need to withhold from your employees and how much you owe in taxes.

The problem with international employment taxes is they are often much more complicated than domestic ones and can vary even within one country. For example, there are different laws in the US depending on where you live and if you work for the federal government or a private company. In other countries, the applicable taxes may depend on which industry you work for.

3. In-country Employee Registration

Managing payroll in different countries can be a complex and challenging task. Employees may need to be registered and taxed differently in each country, and other laws must be followed. This can make it very hard to keep track of everything and ensure everything is done correctly. However, it is critical to ensure that employees are appropriately registered with the local authorities before they start work. Failing to do so can result in penalties for both the employee and the employer.

4. Payroll Calculations: Country-specific Requirements

In many countries, payroll calculations vary significantly. For example, employees in some countries may receive a 13th and 14th-month salary halfway through the year or at Christmas as standard. Thus, it’s essential to be aware of the payroll practices in your country of employment.

Understanding how payroll calculations work in your new country is important to avoid surprises. Some countries have different rules when it comes to employment contracts. In some cases, you may be responsible for paying your employees for the entire employment contract duration even if they are not performing as expected or you want to end their employment early. This can be a financial shock to foreign employers who are not used to this practice.

For this reason, it is vital to ensure that you review and understand the terms of the employee’s contract before hiring them so you know what to expect.

 However, by addressing some key challenges and partnering with a Global PEO, organizations can ensure compliant, accurate, and timely payments.

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5. End of Financial Year Reporting

The financial year for many countries ends in March, and companies with a presence in more than one country need to produce financial reports for each country and send them to the relevant government bodies. With the end of the financial year approaching, accountants are busy preparing reports, some of which can be complex and difficult to navigate as they may be on foreign websites with little or no English language support. You must get these reports lodged on time, as it could result in late payment penalties.

Many of these reports need to be completed in the local language, so it is recommended that you use an accountant specializing in the country you are based in to ensure compliance before lodgement deadlines.

If your company plans to do business in multiple countries, clearly understanding each jurisdiction’s employment and tax laws is essential. Compliance with these laws can be complex and time-consuming, so many businesses outsource payroll management and other HR functions to a global Professional Employer Organisation (PEO). A reputable Global PEO will have experts on staff who are familiar with the specific requirements in each country where you plan to operate.

6. Local Employment Contracts Compliance

As an employer, you need to have local employment contracts that comply with the law of the jurisdiction where your employees work. These contracts should be provided in both English and the local language. Do not simply copy and paste your existing contract template from your home country – this could result in non-compliance and serious legal consequences.

When recruiting employees for your business, it is critical to ensure their employment contract is appropriate for the country where they will be working. A UK employment contract may not be valid in the United States because they are both English-speaking countries. 

The language of the employment contract is a crucial detail to keep in mind during the recruitment process, as non-compliance to target country employment laws or any mistakes with the paperwork could cost you money, time, and potentially your business.

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7. Compliant Employment Contract Termination

The employment termination process can be just as necessary as the hiring process. This part of employment should not be taken lightly as it can have many implications and consequences, both for the employer and the employee. Therefore, it is essential to consider all aspects of the situation before deciding.

The start of termination process begins when the employee signs the employment contract. If the termination guidelines are clear and precise from the outset, then terminating an employee will be much smoother.

When setting out the terms of employment, you must be clear about the notice period (making sure it’s compliant with the country-specific regulations) and what is expected in terms of returning company equipment, knowledge transfer, and a credit card or cash float balance. Non-compete clauses protecting your intellectual property are also important considerations. Doing so will help avoid misunderstandings and potential legal problems down the road.

If an employer does not have clear procedures for the termination of their employment contract, they may face litigation. Employees who feel mistreated may become disgruntled and legally contest the termination. This can be costly and challenging, especially if the dispute is in another country with a different time zone and language.

Employ to Expand: How to Put Together a Hard Puzzle with Acumen International Employer of Record

Many things can go wrong when you try to find employment overseas. Acumen International can help you navigate these challenges. Still, it is essential to know the potential obstacles you may face because if candidates are unhappy at any stage, the whole arrangement can fail.

As a Global Employer of Record, Acumen International enables organizations to quickly and compliantly hire employees in any country. We take care of all the employment-related details so our clients can focus on their business goals.

When deciding to move abroad for work, your selected candidates consider several factors. The visa and work permit process complexities, currency fluctuations, lifestyle choices, and family considerations can all impact their final decision.

As a global PEO and EOR, we understand that you must put your employees first when expanding your business globally. Considering this move’s impact on their lives, it is crucial to think outside the box and ensure they are comfortable and supported at every step.

It has become critical for organizations to understand applicable laws and regulations concerning issues such as minimum wages and benefits, employment standards, immigration, and labor relations in each location. A Global PEO and EOR can play an essential role in helping organizations navigate this complex global employment landscape by offering reliable and country-specific solutions and expert advice on compliance-related matters.

Global Employer of Record Services by Acumen International

• Global payroll management;
• Compliance with local tax rules (file & deposit) of the country where the EOR company is located;
• Handling compliant employment contracts: 
• Background, education, and other checks; 
• Compliant onboarding and termination processes, as well as employee compensation;
• Arranging visas and work permits for employees;
• Ensuring the working process is organized under local labor laws;
• Processing workers’ insurance and other benefits (day-offs, bonuses, and more);
• Global employment process maps, employment guides, and other documentation.

A Comprehensive Global Employment Solution & a Single Point of Contact

Managing the employment side of your business can be a full-time job in and of itself. There are many options to consider when it comes to finding help, from payroll companies and tax and immigration advisors to employee benefits brokers to human resource consultants.

One alternative to working with numerous vendors is partnering with a Global Employer of Record. A Global EOR can manage all aspects of your business HR resources, from benefits and payroll to unemployment management and safety training. This can free up your time to focus on running your business.

A global Employer of Record can provide a full suite of services to help you replace the following multiple vendors.

• Payroll Company
• Employee Benefits Broker
• HR Consultants
• Background Checks Vendors
• IP Attorney
• Tax Advisor
• Translation service
• Legal Advisor
• Immigration Advisor
• HR Compliance Advisor.

Global Payroll Calculator: Instant and Accurate Global Employment Cost Estimation

When hiring employees and contractors across the globe, you may not choose the most cost-effective and business-friendly country.

• Do you know which country is the most cost-effective place to hire employees? 
• What are the costs of entity establishment and legal representation?
• What are the payroll costs and management fees?
• What are your ongoing annual tax compliance costs?
• Are you fully aware of banking implications?
• Did you know that labor laws and hidden costs could make your company less efficient when choosing a country to run your business? 
• Did you know that there could be a more cost-effective country to hire employees in and save up to 50%?

If you are a business with a global footprint, you probably need help to keep up with the intricacies and uncertainties of managing a globally distributed hybrid workforce. This is because countries have different labor laws, compliance, and tax regulations. You need guidance on tax and compliance. You must understand how foreign employment taxes impact your company and its global employees. Most organizations with a worldwide footprint struggle to calculate employment tax because they fear uncertainty and may need access to up-to-date intelligence.

What if, instead of limiting your company’s international expansion by cutting through the jungle of local regulatory compliance, tax, labor, and immigration requirements, you could have all the information of 190 countries at your fingertips?

Global Payroll Calculator: Tax and Compliance Intelligence at Your Fingertips

That’s where we come in. Acumen International is an innovative global employment solutions provider that has created solutions that help businesses like yours navigate the complexities of calculating employment taxes while optimizing their hire cost and avoiding the costs and risks associated with not doing so.

Acumen International offers the Global Payroll Calculator to help businesses understand the tax rates and compliance requirements for hiring a local and foreign workforce. Acumen’s expert team tracks developments in 190 countries around the globe. It provides up-to-date data on local regulations related to tax, payroll regulations, benefits, hiring practices, compliance requirements, and other labor-related factors that impact an employer’s bottom line. This valuable information makes the Global Payroll Calculator an invaluable tool for businesses looking to expand internationally.

Global Payroll Calculator: A Wealth of Capabilities for Payroll 2023 Budgeting

We have automated routine processes so that you can speed up data collection, gain valuable insights into the global talent market, make informed decisions about talent acquisition, get the complete picture of the latest tax benchmarks, labor market trends, compliance trends—and much more!

With us, you will be able to plan global mobility programs; explore pay practices in the global marketplace; gain guidance on what to pay your top talent while maintaining a diverse workforce; simplify & streamline payroll planning, and attract and retain talent in a competitive marketplace.

Global Payroll Calculator helps companies reduce labor costs by providing up-to-date information on hiring, compensation, and tax requirements. It is also an ideal tool for quickly locating employees in any country.

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Global EOR (Employer of Record) Services: Save Up to 75% of New Market Expansion Cost

Acumen International Employ to Expand Program is the perfect opportunity for you if you are trying to reach new markets, expand your workforce, and grow your business.

Want to reach emerging markets? Hire a high-performing team focused on productivity and profitability. We make hiring, onboarding, and payrolling your hybrid workforce easy. You get the support you need to manage, reward, and your global workforce with one accountable Global Employer of Record partner across 190 countries. 

Our Tiered Pricing Model provides flexible options for international growth with lightweight investment.

Our Global Payroll Calculator automates employer and employee tax calculations worldwide.

The indisputable advantages of partnering with Acumen Global Employer of Record are demonstrated below:

	Average Cost & Time	Our Solution *
Time to Market	10+ weeks	72 hours
Legal Advisors Fees	$ 10 000 +	………….
Official Employment & Benefits	$ 20 000 +	………….
Incorporation & Liquidation Costs	$ 11 000 +	………….
Bank Account Setup	$ 2 000 +	………….
Maintenance costs, in-house staff to manage the foreign entity, payroll, taxes, and benefits administration.	$ 25 000+	………….
The approximate total cost of new market entry**	$ 74 000 +	$ 15 000

* Per one Employee
** Costs vary from country to country

Acumen Global Employer of Record can help you solve the complex puzzle of global employment. As a Global EOR partner, we help businesses meet all their HR needs while handling compliance issues in the international arena. By offering comprehensive global employment solutions and reality checks about the compliance aspects of employing staff across the globe, we can be an essential resource for your in-house HR and Management teams.

Contact us to discuss your quick and compliant global employment journey.

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• The Key Challenges of International Expansion
• A Strategic Approach to Enable Global Expansion
• Making the Decision to Expand Internationally
• The Right Global Employment Solution Will Drive Value for Your Business
• Express Global Employment Platform for Quality Global Expansion Decisions
• Who Can Use the Express Global Employment Platform?
• Streamline Your Global Journey with Advanced Global Employment Tools
• Global Payroll Calculator
• Global Hiring Navigator
• Global Compliance Navigator
• Global Mobility Navigator
• Acumen International Complete Global EOR and PEO Solution

The Key Challenges of International Expansion

Global expansion is a key growth component of many technology companies’ long-term strategies — and for a good reason. Increased market share and revenue led to adopt the strategy. However, the challenge of scaling a business goes beyond a simple hop across the pond. When companies expand internationally, they face unique challenges: how to access the best talent pools, understand their obligations under multiple local labour laws and accounting standards, reduce their exposure to foreign employment and compliance risks, and control costs. 

Globally-minded companies face many challenges when hiring and managing their employees. Global expansion can also require various complex and risky decisions, such as hiring one remote employee in a foreign country or opening up a fully-staffed subsidiary or branch office.

With the proper knowledge and tools, you can expand internationally without experiencing unnecessary stress and strain on your bottom line.

A Strategic Approach to Enable Global Expansion

Companies with a worldwide footprint often have challenges navigating multiple, disconnected global employment management aspects, such as payroll and benefits, immigration and relocation, and legal and compliance, primarily when growth is driven by their global expansion ambitions or mergers and acquisitions. 

As a business owner looking to expand your company’s reach internationally, you know how important it is to have reliable data when making decisions about hiring remote teams. Searching for complete and accurate information can be time-consuming, and you can’t wait days or weeks for answers. Whether your company has already decided to open up new international markets or is simply considering the possibility, you need to be able to base your decisions on accurate and up-to-date information.

The last thing you want is to make choices based on insufficient data. Unfortunately, some resources provide misleading or insufficient information on the taxes and local wages businesses must pay if hired internationally. This can make it difficult to understand the costs involved accurately. That’s why finding a resource that provides reliable, up-to-date information on taxes and wages in different countries is so important.

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Making the Decision to Expand Internationally

Business owners and C-level executives — we’re thinking of you! When hiring employees and contractors across the globe, you may not be choosing the most cost-effective country. 

• Do you know which country is the most cost-effective place to hire employees? 
• What are the cost of entity establishment and legal representation?
• What are the payroll costs and management fees?
• What are your ongoing annual tax compliance costs?
• Are you fully aware of banking implications?
• Did you know that labour laws and hidden costs could make your company less efficient when choosing a country to run your business? 
• Did you know that there could be a more cost-effective country to hire employees in and save up to 50%? This is because different countries have different labour laws and benefits.

What if, instead of limiting your company’s international expansion by cutting through the jungle of local regulatory compliance, tax, labour, and immigration requirements, you could have all the information of 190 countries at your fingertips?

The Right Global Employment Solution Will Drive Value for Your Business

Acumen International has solved most of the above challenges by Introducing the Express Global Employment Platform which provides companies with the tools to expand abroad while minimizing their risk exposure. 

We developed a scalable and fully automated solution that works seamlessly across the organization. Our global employment cost and compliance risk assessment technology can drive value for your business today and tomorrow.  

The Express Global Employment Platform is designed to help our clients instantly make complex global hiring and compliance decisions, streamlining and simplifying their international expansion journey.

It also helps companies reduce risk, increase engagement, and remove traditional hiring and compliance friction points such as lengthy paper processes or in-country domestic approvals.

The Platform comprises a Global Payroll Calculator and a set of built-in Navigators. These let you instantly understand global employment, tax, and compliance costs and support your data-driven expansion decisions. 

Express Global Employment Platform for Quality Global Expansion Decisions

Express Global Employment Platform is our flagship, unified solution for managing international employment, talent mobility, payroll, benefits, and compliance. Fully automated and fully compliant, Express Global Employment platform powered by our in-house worldwide employment experts and global partner network across 190 countries.

Express Global Employment Platform is intended for organizations of all sizes, from small businesses to global enterprise organizations, helping them grow faster, mitigate risks, lower employment and hiring costs, and scale.

Express Global Employment Platform provides business owners and leaders with the resources to globalize quickly and easily, suggesting the least complicated way to get started in countries where they want to grow.

Express Global Employment Platform allows easy access to compliance data for employment laws in every country. The platform tracks hiring compliance regulations and taxes, employee compensation methods and benefits, security regulations, and other information that will help businesses expand internationally across 190 countries.

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Who Can Use the Express Global Employment Platform?

The platform is designed to provide a comprehensive overview of the global workforce for the following teams:

Founders

Founders: Founders can use EGE to better understand the global hiring process through EGE’s insights on international market expansion opportunities. They can also use EGE as a source of information on international regulatory requirements to help them make strategic decisions about their company’s growth plans.

Operations Team

Operations teams are responsible for making sure that your business can still operate smoothly, even when you’re expanding into new markets or hiring new employees from different countries around the globe. This means that operations teams need tools to manage payroll across borders without access to every country’s disseminated labour law resources. 

HR Management Team

The Express Global Employment Platform is for you if you have a multinational organization. It simplifies the legal and operational aspects of global expansion. It’s a one-stop shop for managing your entire international operations from one convenient location.

Legal and Compliance Team

Legal and Compliance teams have access to an online hiring compliance toolkit that guides them through each step of the employment process in every country they operate in. It allows them to manage their HR compliance efficiently through one central location, regardless of the number of employees or locations. The platform facilitates easy navigation, making finding any HR compliance information you need in seconds easy.

Finance Team

Finance  Teams can use our integrated financial, tax, and payroll tools to control employee expenses and manage employee payments in multiple jurisdictions.

HR Service Providers

• HR Outsourcing
• Recruiting
• RPO/RBO
• Contingency Employment 
• PEO (Professional Employer Organisation)
• EOR (Employer of Record)
• GEO (Global Employer of Record)
• Payroll provider
• HCM
• Accountant
• Legal

Streamline Your Global Journey with Advanced Global Employment Tools 

Express Global Employment Platform tackles the most significant international expansion challenges offering a vast array of built-in tools that can help you control costs associated with your global growth and enhance its efficiency. 

The tools can be used together or individually — this allows our clients and network partners to tailor the solution to their needs and eliminate unproductive friction thanks to a single All-in-One EGE Platform.

Global Payroll Calculator

If you’re considering expanding your business by hiring employees in another country or two, you’ll need to know the employment costs. Acumen International has created a Global Payroll Calculator to help you compare the taxes, fees, benefits, and other factors that come into play when making hiring decisions. This tool ensures you’re getting the best bang for your buck regarding new hires.

The Global Payroll Calculator estimates the cost of employing staff in different countries, helps businesses evaluate the employer payroll and tax burden, and understand the compliance requirements for conducting business in a new country. 

Global Payroll Calculator is the ideal international employment cost prediction tool to help you estimate the costs of employing staff in other countries, including employer and employee taxes. It allows you to stay on budget and avoid surprises when expanding Internationally.

Our research team tracks developments in 190 countries around the globe. It gathers up-to-date data on local regulations related to tax, payroll regulations, benefits, hiring practices, compliance requirements, and other labour-related factors that impact an employer’s bottom line.  

The Global Payroll Calculator leverages unique up-to-date data collected by Acumen’s expert in-house team research of over 1500 official government sources and validated with local lawyers, compliance experts, and accountants. 

Global Payroll Calculator helps companies minimize labour costs while providing up-to-date information on hiring, compensation, and tax requirements across 190 countries. It is also ideal for rapid global employment.

An advanced version of the Global Payroll Calculator is integrated with Acumen’s industry-leading Express Global Employment Platform. Global Payroll Calculator provides accurate estimates of an organization’s international intake, accounting for relevant factors Such as salary levels, taxation rules, hiring requirements, and other legal standards across multiple jurisdictions. 

Benefits Global Payroll Calculator Brings to the Table

Global Payroll Calculator enables you to explore and test new markets, make informed decisions about where to base your business, plan foreign employment budgets, help minimize payroll tax and employee wage costs, and decide where to establish your business most cost-effectively. 

You can get instant estimates of the total employment cost for a local worker or ex-pat in any of your target countries, broken down by all in-country employee and employer taxes.

With Global Payroll Calculator, you have the power to estimate the labour costs of your organization in a matter of minutes  — without leaving your desk. Compare the time it takes to produce an employment cost estimation with manual methods or the number of hours spent on finding a local service provider — and you’ll see that this is a tool you couldn’t do without.

Our unique global employment cost estimate tool helps businesses better anticipate the costs of expansion internationally. It also helps reduce the risk of investing in new markets and ultimately enhances your company’s international growth strategy. 

There are a lot of tools for managing labour data, but most are either incomplete or complex. You need something simple and easy to use to get a complete picture of labour costs and taxes that can make strategic decisions about hiring across 190 countries. Global Payroll Calculator gives you a tool to make all your estimates and forecasts with only a few clicks.

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Global Hiring Navigator 

Expanding your business overseas is a great idea. However, using staff in different countries can be hard to predict the risks and anticipate the costs of expanding operations. Navigating the legal complexities of global employment can be difficult, especially for businesses going abroad for the first time. 

The employment law landscape is constantly changing and becoming more complex, making it difficult for multinationals to keep up with compliance. 

The Global Hiring Navigator sets out the employment law rules on hiring and dismissal in 190 countries. It is designed to help organizations navigate the complexities of the ever-changing employment law landscape and make informed decisions about hiring and managing employees worldwide.

It contains a summary overview of domestic employment laws without a specific industry focus, helping you find answers to some less obvious or in-depth questions, including the following.

• When you hire someone (onboarding), do you need to set up a legal entity?
• What is the process of permanent establishment?
• Is a written employment contract mandatory? Does it need to be in a country’s official language?
• Is it allowed to include probationary periods in the employment contracts?
• Is it possible to do hiring checks (reference, education, medical, criminal background checks)? Is consent of the individual required?
• Do executives fall under the same employment laws as regular employees? Or are they fall outside the scope of specific labour laws?
• Termination of employees (offboarding)
• What is the notice period or payment?
• How is the payment of a severance regulated?
• What procedural requirements may apply (dismissal, approval, etc.) How to anticipate the dismissal cost?
• What is the notice period, and how to pay out a severance indemnity?
• How do  I pay maternity/paternity leave?
• What is the vacation accrual or the ability to monetize vacation?

Choosing Your Best Global Hiring Method

You’re about to open your next big step towards global domination in an overseas market. After determining the talent level you need, your next step is to decide which international employment method is best for you.

Whether you’re getting ready to open a location or hire employees, the method you expand into an overseas market is unique and can play a huge role in capturing the market comprehensively. 

1. Foreign Independent Contractors 
2. Non-Resident Employer (NRE) 
3. Foreign Entity Establishment 
4. Global EoR (Employer of Record)
5. International PEO (Professional Employer Organisation)

There’s no one-size-fits-all approach. Each method supports growth in different ways — from helping you manage your payroll taxes to finding reliable HR partners for your business.

There are a few key things to consider when choosing an employment method for your company’s global expansion:

• Budget and time frame
• Tax implications
• Compliance
• Employment liability
• IP protection
• Asset acquisition.

Global Hiring Navigator will tell you everything you need to know about expanding into foreign markets – from complicated, multi-jurisdiction registration to the pros and cons of any particular hiring method.

Foreign Employment Cost and Risk Control to Gain a Competitive Edge

Finding the correct employment costs data can be confusing and time-consuming, especially if your business is considering expanding internationally. 

Employee compensation,  payroll taxes, and benefits vary dramatically from country to country. Costs will vary depending on the country you wish to operate in. For example, in Argentina, companies are mandated to pay workers at least two holidays yearly, while UK-based staff are entitled to unlimited paid holidays.

Why pay 100% more for labour when dealing with a foreign entity? Expand into new markets without increased risk, learn legal frameworks that apply to you, and get the support you need. Express Global Employment Platform is a one-stop resource for every aspect of global hiring management and compliance. 

There is no need to get a degree in international employment law — the Express Global Employment Platform helps reveal the truth behind common misconceptions about hiring international employees. Use our Global Hiring Navigator to effortlessly navigate the maze of labour, compliance, and compensation regulations associated with employing staff overseas. You can gain a competitive edge by accurately budgeting for the tax, social security, health care, and retirement payments with foreign employees.

Curated Labor Law and Cost Control Compass

The Global Hiring Navigator is a complete and accurate solution for businesses seeking to alleviate the complexities associated with global hiring and compliance, including immigration and relocation costs, payroll tax, and employee wage rate changes.

Acumen’s research team tracks developments in 190+ countries around the globe. It gathers up-to-date data on local regulations related to tax, hiring practices, compliance requirements, and different legal standards across multiple jurisdictions that impact an employer’s bottom line.

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Global Employment Compliance Navigator

If your business is going to expand internationally, it must ensure that it complies with all applicable employment laws.

With the complexity of employment laws and their different interpretations and local specificities in multiple countries, expanding internationally can be risky if you’re unaware of these risks. 

With compliance risks from every corner of the multi-location employment ecosystem, hiring compliance can no longer be just a “Send It to Legal” for review in the final stages of the international expansion journey.

The burden of navigating complex tax, regulatory, and compliance environments. Getting it wrong is costly.  

Express Global Employment Platform offers a suite of products to manage and automate compliance processes across your borderless global workforce. It provides an easy way to access compliance data for employment laws across 190  countries, enabling you to identify your crucial employment risk areas. 

With Global Compliance Navigator, you’ll get ahead of the game regarding international hiring compliance. It empowers you to identify and mitigate risks related to regulatory compliance, such as employer misclassification risks:  We cut through complexity, saving you time, effort, and money. 

Express Global Employment Platform helps you keep track of the regulatory landscape and move ahead without worry since all global employment policies and procedures are up to date in 190 countries worldwide.

On top of that, the Express Global Employment Platform empowers you to automate employee and contractor processes, compliance, and tax and benefits administration globally.

Global Mobility Navigator

Global expansion is both an opportunity and a test for companies. On the one hand, it’s a chance for companies to explore new markets and grow their business. On the other hand, failure to do adequate market research or recognize cultural differences can lead to problems. You’ll need the right mix of resources — including finance, HR, legal, compliance, and operations — in your back pocket before embarking on any global expansion plan.

We know that companies and entrepreneurs — those who need the help of foreign talent — can face complex challenges in international employment, immigration, visa process and extensions, work permits, employment options, and other issues related to global mobility. We specialize in global mobility programs that help companies with their employees’ relocation,  financial, and compensation aspects. We work with businesses to ensure a successful transition for all parties involved.

We want to change this by providing the Global Mobility Navigator  —  the solution that makes global employment easier, cheaper, and more efficient.

Mobility Navigator is designed to make the immigration application process a breeze. It gives you the tools to instantly navigate a migration law’s complexity, including high-quality services like legal assistance, visa applications, and work permit sponsorship.

With Mobility Navigator, you can explore your immigration options, information on visa laws and work permit options and regulations, support during employment overseas, and more across 190 countries. 

Mobility Navigator streamlines the immigration process for businesses and their international employees. With its intuitive dashboard, Mobility Navigator gives companies complete control over all immigration matters, enabling them to focus on what they do best: running a successful business.

We take the stress out of your journey and ensure you avoid pitfalls and problems for a happy and productive global journey. Relieve the anxiety and planning issues when you relocate or expand internationally. Mobility Navigator is the immigration and workforce relocation partner you need to keep your business afloat!

Acumen International Complete Global EOR and PEO Solution

As your organization looks to expand globally, many potential benefits will be gained. However, many companies face various challenges before these benefits can be realized. By being aware of these potential hurdles, your company can be better prepared to overcome them and reap the rewards of global expansion.

Acumen International is a leading provider of global EOR and PEO services, offering secure and efficient solutions for businesses that manage international payroll, HR & benefits administration across 190 countries. Our full-service management solutions are tailored to each client’s needs and can include everything from legal talent employment to benefits management and compliance to payroll and taxation.

1. Processing Immigration requirements
2. Visa applications & extensions
3. Work permit sponsorships 
4. Streamline onboarding, benefits, payroll, PTO
5. Local labour law compliance
6. Audit-proof compliance requirements
7. Employee benefits management
8. Handling employment contracts, terminations, and compensation
9. Processing medical insurances and benefits
10. Payroll, including year-end tax statements 
11. Relocation services & housing  
12. Benefit management 
13. Special needs or requirements  
14. Multi-country employment without limitations 
15. Handling contract worker and ex-pat workforce management
16. Compliant employment or termination within 72 hours.

Further Reading

1. The Ultimate Guide to EOR, PEO, and GEO
2. Benefits of Working with a Global Employer of Record (EOR)

The value exchange between employer and employee is one of the fundamental bedrocks of business. Employers provide financial compensation to employees in exchange for their time, effort, and services. However, in some cases, employees require additional compensation. This is where benefits come in, a set of perks and compensation that can be the difference between drawing in top talent and being forced to assemble a piecemeal team. In the international sphere, things can get even more complicated. Here’s what you need to understand about benefits internationally.

If an employee works overseas, their employer is still required to provide them with mandatory and voluntary benefits. However, the employer can suspend any benefits that are not legally required.

Mandatory Benefits for Employees

Mandatory benefits are the base benefits that must be provided to employees by law. They may include the following.

• Health Insurance
• Life Insurance
• Long-Term Disability Insurance

Voluntary Benefits

Voluntary benefits are additional benefits that can be provided as an incentive for employees to stay with your company but are not currently required by law. Some examples of voluntary benefits that companies offer include

• Dental Insurance 
• Vision Insurance
• Accidental Death and Dismemberment Insurance 
• Company cars and car allowances

Healthcare and Risk Benefits

Employee benefits are a vital part of any business, large or small. By providing benefits, businesses can ensure that their employees are happy and productive. There are many different types of benefits, but some of the most common include:

• Employee education plans
• Eye care vouchers
• Death in service/life assurance
• Occupational sick pay
• Employee assistance plans
• Free flu vaccinations
• Financial support for employees who must self-isolate
• Programs to encourage physical fitness.

Company Cars and Car Allowances

Different organizations have different approaches to company cars. Some provide them because the employee’s job requires it (e.g., a sales representative). In contrast, others see it as a way to recognize the individual’s status within the organization (e.g., a director).

Employers have a few different options when it comes to paying for employee transportation. Some companies prefer to give a cash allowance to help employees purchase cars or reimburse them via mileage allowances for using their vehicles.

Why Provide Employees With Benefits and Perks?

What exactly makes benefits and perks so crucial for your employees? You can boil this down to three main points.

Employee Confidence and Protection

Part of that value exchange we mentioned earlier is a sense of safety and comfort between both groups. Employers don’t want to constantly look over their shoulders to ensure their teams are working, but employees also need that added confidence. Along with this comes the guarantee of protection the government provides the workforce. Mandatory benefit standards help establish that trust.

Employee Retention and Reduced Turnover

All employers across all niches note the struggle in retaining and attracting talent. It’s become more of a standard now that professionals “job-hop” faster than in the past. One way to avoid this is by providing a comprehensive benefits package. Some people will leave a job with a higher salary for a job with a better benefits package, based on the needs of them and their families. With turnover meaning a loss of money on the employee and training a replacement, you want to ensure you have everything you need.

Outperforming Competition

Even if you don’t have benefits at the front of your mind, your competitors might. We mentioned before how benefits can motivate people to change their careers. A strong set of benefits can give you a leg up to attract top talent for your company.

Basic Employee Benefits Requirements

When providing benefits to your employees, you must keep to the standard of benefits required by law. Failing to do so can lead to financial penalties to varying degrees. For example, failure to comply with local labor regulations in Alberta, Canada, extends from $500 to $6000. The amount depends on the number of cases and repeat offenses. However, this doesn’t include civil suits and the higher amounts you may have to pay.

One of the most prominent historical examples of this was the case against Microsoft in 2000. Having failed to provide benefits for temporary employees properly, Microsoft eventually agreed to pay almost $100 million after an eight-year class-action lawsuit.

So, with this in mind, what are the benefits you need to provide? This will ultimately depend on local regulations (key for international business), but there are a few general benefits you can expect to provide. Here are some of the most common ones:

Medical & Health Insurance

Ideally, you want packages for single people and families to provide top cover.

Life Insurance

This is a major draw if you want to retain family/senior employees. Companies like Prudential or Northwestern mutual are popular.

Disability Insurance

This is particularly important for jobs with a physical component or element of risk (oil workers, construction).

Retirement Plans

IRAs, 401ks, etc.

Holidays, Vacations, Sick Leaves

This helps lower burnout and allows time for employees to spend with family.

Unemployment Insurance

This helps insulate your employees’ confidence if you are in a shaky market.

Other Benefits

Benefits packages vary widely from organization to organization. Some benefits are given to all employees, while others are based on job title, location, or length of service.

Employers often offer a variety of employee benefits to attract and retain top talent. Some expected benefits include unlimited paid time off, conference attendance stipends, holiday parties, concierge services, relaxation apps, and free or discounted meals for staff cafeterias, and nap rooms. By offering these benefits, employers hope to create a positive work environment that employees will enjoy and want to stay with long-term.

This may vary based on niche. For example, a tuition reimbursement program may make sense if you know you will get many young applicants pursuing graduate degrees. Relational compensation may be a good fit if you expand your search nationwide.

As the gig economy grows, policies protecting these workers are more important than ever. This includes those who work for gigs or agencies, as they may be subject to different laws and regulations depending on where they live. Within a country, there may also be remote workers who have different leave and exemption statistics. It is crucial to investigate the appropriate policies for each situation to ensure that all workers are treated fairly.

It’s good to compare your global employment practices with those of other employers in your country or region. This kind of comparison, called employee benefits benchmarking, can help you understand how well you’re implementing global HR best practices and how your organization’s voluntary benefits program stacks up against other employers in the same industry.

Compensating Benefits to International Employees

International companies must pay more attention to benefits due to the high risk of talent withdrawal. Benefits can be one of the most robust options to avoid a rotating door of potential talent. But how exactly do you put this into practice?

Following the global standards in employee benefits, there are four ways to compensate overseas workers:

1. Get local taxpayer ID by registering an in-country corporate presence and putting the employee on a local payroll. This works, but it also takes a lot of time.
2. Keep the person on the home-country payroll. This is only applicable for short-term projects. The employee also requires a visa and pays income tax aside from payroll in a host country.
3. Compensating employees as independent contractors. This can be quite a risk, causing a contractor/employee misclassification);
4. Through a third-party provider or local business partner.

Working with a global PEO solution is the best option to minimize many of these issues internationally.

Employee Benefits Trends in 2023

So, keeping this in mind, what are employees interested in regarding benefits off the beaten path? Here’s a rapid-fire look at some of the new trending benefits:

Financial Literacy Programs

As the cost of living increases, people want to get more out of their paychecks.

Remote (Work from Anywhere) Policies

Commute frustration and desire for flexibility are driving interest here.

Office Pet Policies

Pets are playing more and more of a role in the lives of millennial workers. Consider bending this to your benefit.

Wellness Programs

Modern work life has many people stressed. Office yoga or meditation sessions can help a lot.

Partnerships with Local Businesses

Consider working with a popular business near your office to provide employee discounts.

Acumen International is your ideal partner and resource if you are looking for a PEO to try and act on some of these employee benefits trends internationally. We operate globally, with a presence in more than 190 countries. We will handle paying benefits and withholding payroll tax, fully complying with local laws and regulations.

How Global PEO (Professional Employer Organization) Can Help You Administrate Employee Benefits

As an employer, you are responsible for evaluating and understanding the various social security measures available to your employees. By partnering with a global employment solution provider, you can ensure that your employees have access to all the benefits they need, including travel insurance, medical cover, income protection, and more.

Global PEOs are global professional employer organizations. That means they offer comprehensive HR solutions for small businesses across the country. Employers can outsource all their HR needs to an expert who specializes in managing this aspect of their business by paying a single fee per employee. Some services provided by PEOs include

• Payroll processing 
• Benefits administration 
• Tax reporting
• Workers’ compensation insurance 
• Labor and tax law compliance.

Outsourcing some global employment and HR functions to a PERO means that the business owner is not bogged down with processing payroll, benefits, or securing visas ad work permits. Instead, they have more time to concentrate on other company matters, including big-picture issues. 

Benefits Of Working With a Global PEO (Professional Employer Organization)

1. Global PEOs can provide a broad range of employee benefits that companies that don’t use them may not be able to offer. With the help of a global PEO, you can prevent employee turnover and ensure that your employees are well taken care of while employed with you. Stable employees will be less likely to change companies or leave their jobs altogether.
2. Global PEO clients can often offer their employees a more comprehensive benefits package than those who don’t. Such benefits may include healthcare, dental, and vision coverage, or retirement plans PEOs also offer retirement plans and other financial benefits.
3. Global PEOs can provide their clients with competitive advantages in the marketplace by pooling resources and sharing global employment risks.
4. In addition to managing legal requirements, a Global PEO can help you minimize your tax liability and simplify payroll administration processes. Using a PEO as your single contact for managing payroll and benefits coverage makes things easier because it reduces internal costs—you can focus on doing what you do best. At the same time, the global PEO gets every employee’s need taken care of.
5. Suppose you’re like many businesses and have trouble keeping track of each country’s requirement for mandatory employee benefits, unemployment claims, workers’ compensation, and other issues. In that case, you may find that using a global PEO saves you time and money. A global PEO will handle all your business-related social security and insurance needs and ensure that your employees get the coverage they need where they live. Because the Global PEO will be able to handle all of the details with one organization, it also helps cut down on internal costs—your company only has to pay one price for each policy rather than dealing with multiple companies across multiple jurisdictions.

When you’re looking to expand your business internationally, there are a lot of factors to consider. One of the most important considerations is how you will comply with complex local laws and regulations. Having a solid global HR compliance strategy in place is essential for expanding without running into problems. In this brief, we’ll examine how a PEO (Professional Employer Organization) and EOR (Employer of Record) can help you navigate these tricky territories.

Every international project relating to global expansion requires certain information before, during, and after it is started. This helps companies already operating or planning to expand globally make sure that all their operations are carried out that will not expose them to unnecessary risks, hence boosting their confidence and certainty level.

Companies must determine how to manage their global workforce as they expand globally. One of the biggest challenges for a business is managing the various legal and regulatory compliance issues that arise when expanding internationally.

This is where the concept of EOR (Employer of Record) comes into play. Using EOR, you can now hire these talented people, bring them on board your team, and get the experience you need without having to set up new offices or deal with the challenges of setting up local operations. The challenge is how to ensure compliance when hiring internationally.

One way to do this is using a Global PEO (Professional Employer Organization). Global PEOs are companies that specialize in providing HR services as an outsourced solution for smaller businesses. Global PEO’s can provide you with several services, including but not limited to: recruitment, payroll, benefits management, and HR compliance management.

Surprisingly, many companies planning to operate in foreign markets do not know that one person is now enough to represent their business overseas, hence making them – both large multinationals and small companies or individuals face a considerable lack of information and support on global employment, international and local taxation and immigration, especially if it is about projects that require that their workforce is sent on international assignments.

Having spotted this growing need for up-to-date information about the complaint global workforce employment process, Acumen International has responded to it with our Global HR Compliance services.

Global PEO Can Provide Professional Guidance and Navigate HR Compliance Complexities

We provide professional guidance for corporate clients, agencies, individual contractors, and freelancers on local employment laws, implied compliance risks, and ex-pats immigration nuances to work out the most cost-effective yet compliant and risk-free solution for you. Our objective is to assist you with Global HR compliance issues and offer you the best payment and taxation options. With this, we save you the time and effort that come with understanding the complicated regulations and tax calculations that are often written in the local languages and subject to frequent changes. We also provide information about the best scenarios for ex-pat immigration and employment.

With our expertise in our Global HR Compliance solutions, we will become the single provider that will solve your global business challenges and save you the seemingly unavoidable costs of HR compliance. Our English-speaking professionals work 24/7 to ensure that we assist you by working out tailored labor solutions (whenever you have the need) that are managed legally and in full compliance with the local employment laws, regardless of your time zone.

Use our solutions to efficiently satisfy your need for skilled professionals in whatever industry you work around the globe and, in turn, improve your chances of sustainable success.

A Professional Employer Organization (PEO) is a specialized staffing firm that provides human capital management services, including administration, payroll, tax compliance, workers’ compensation, employee benefits, and HR consulting services for its clients. These ancillary services allow organizations to constrain their investment in human capital management to a fixed fee per employee per year.

Benefits of Using Global PEO & Employer of Record Services

Global PEOs shoulder the burden of many “non-core” HR and administrative activities – from payroll to benefits administration – enabling PEO clients to focus more on their organization’s core competency. Further, PEOs that are more sophisticated provide expertise to help their clients with strategic HR decisions.

1. Global employment management centralization. Maximized control. Minimized risk 
2. A Global PEO facilitates quick talent deployment and provides access to various employee benefits solutions to attract and retain your global talent
3. Eliminating and mitigating certain employment-related risks, including non-compliance and employee misclassification, through the shared responsibility and co-employment arrangement
4. Scalable technology and infrastructure provided via the global PEO relationship
5. Reduced and stable global employment management-related cost
6. A global PEO can facilitate risk-free, quick, and easy market entry by acting as your local legal entity, helping you to avoid the cost and time associated with incorporating into 190 countries
7. A global PEO allows you to make your global expansion 100% compliant and secure by keeping track and adhering to all local laws and regulations
8. A global PEO helps you remain agile and scales up or down in your selected foreign markets according to your business needs.
9. A global PEO facilitates global employment consistency and HR compliance.

It’s hard to fathom the impact of the COVID-19 pandemic on the global labor market. Entire industries worldwide have ground to a halt due to health concerns, and the globalization that powered the business world has now become an Achilles heel. In essence, many industries across the world depend on human mobility and migration. This includes migrant workers in the farm industry, tech support professionals in Asia, entrepreneurs traveling across the globe.

We are already seeing the impact of this change in action, with unheard-of amounts of unemployed people across the world. However, we are in the midst of an unprecedented amount of labor, tax, migration, and payroll changes. Failing to react could leave your company in a position of non-compliance. What should these companies do next?

COVID-19 Updates And The International Labor Market

The major thing that needs to be mentioned here is that while all countries are making some type of change to their laws to account for the pandemic, they are not all the same. Different countries are dealing with different levels of outbreaks and economic concerns, and this is reflected in the shifts.

So, with all this said, here’s a profile of 10 countries making major adjustments to their taxation, labor, migration, and payroll legislation in response to the ongoing pandemic.

• United Kingdom: Companies lower than 250 employees can be reimbursed for sick leaves. Notably, employers selecting workers as “redundant” need to be able to prove they are making their decisions not based on discrimination.
• Mexico: Mexico and the United States have come together to restrict non-essential land travel across the border to stop virus transmission. This means that travelers may be denied at the border if they cannot supply proper proof. Mexico has also enforced laws requiring companies to pay full salary/benefits to employees during the shutdown.
• USA: COVID-19 U.S. statistics point to the country being one of the most impacted in the world by the pandemic. Perhaps one of the biggest recent developments is the halting of most types of immigration. This is specifically designed to keep foreign workers from taking American jobs, so you need to keep that in mind. Also, many state governments are implementing plans for major tax reform to help with recovery in the coming months.
• Canada: Canada recently passed a law subsidizing up to 75% of employee wages to avoid mass layoffs, but qualification is contingent on the business structure and percentage of income lost since March of 2020.
• Chile: Work contracts are being amended to allow employees to access their unemployment insurance quicker in the event of financial uncertainty.
• Brazil: Brazil has suspended payment of its Severance Pay Fund for April and May. One notable change is that teleworking is now allowed regardless of any existing labor agreements or changes in employee contracts.
• Germany: Germany is at the forefront in terms of changing business policy for public health. If a business is closed due to a formal ban, all employees are still entitled to up to six weeks of compensation.
• Ukraine: In March, work from home was stipulated for the first time by Ukrainian law. Work permits are also suspended for certain activities.
• Russia: A flat travel ban has been instituted on all foreigners entering Russia, with some exceptions. Any employees returning from abroad need support from their employers with quarantine for 14 days. New visa applications for foreigners are also temporarily suspended. Employers are also required to pay at least 2/3 of their employee’s salaries even if they are forced to shut down.
• Cote d’Ivoire: All regular passenger flights have been suspended for an indefinite period. Changes to the existing employment law are minimal as of this date, though there has been talk of suspending import duties for materials being used to help with fight the pandemic.

Empowering Your Global Expansion

With COVID-19 causing companies to adjust their labor laws compliance, payroll schemes, and migration rules at a rapid rate, does this mean that companies have to put their international expansion plans on hold? Not at all, if you use the right support. A global PEO provider is more important than ever during this time to ensure that you keep your plans moving internationally, without any compliance issues. Global PEO services like Acumen International take a lot of the struggle out of international expansion by serving as the technical employer of your foreign teams. What are some of the key benefits we offer?

• By using a global PEO service, you can do business in a new country without incorporation. The pandemic has halted a lot of incorporation efforts, so this is likely the only way to start a business quickly.
• We make sure that you have total legal compliance in over 190 countries for the workers you already chose. As you can see, employment law is changing even faster than usual. Our services keep you protected from legal fallout.
• We also help with payroll and benefits programs for your employees. When the dust settles, a lot of people are going to be reentering the workforce. You need an appealing salary/benefits package to draw in top talent.

As more and more COVID-19 updates come in, expect immigration rules to see more change. However, our services can help with hiring and paying foreign sales reps, as well as other professionals you want to bring in.

Things You Can Do Next

As a result, while COVID-19 is causing changes for those trying to enter new foreign markets, that doesn’t mean you are paralyzed as far as options. It’s still very possible to:

• Employ overseas sales forces in key markets
• Begin your operations and get presence in the host countries
• Expand without incorporation
• Begin with a small team of remote workers in a new country and add any headcount later

The key, though, is having a service/partner that can help you stay flexible and compliant as this situation evolves. Global PEO solutions and a global employer of record are the exact methods you need. Be sure to keep following the Acumen International blog for more COVID-19 updates as well

Reach out to us today for more information.

With the recent geopolitical tensions in Ukraine due to Russia’s military invasion of the country, it is estimated that around 1 million people have left Ukraine to seek refuge in neighbouring countries. The European Union Home Affairs Commissioner Ylva Johansson said this figure could reach 7 million. Given the intensity of this situation, the Interior ministers of the European Union have devised a scheme to provide temporary protection to all the refugees who fled from Ukraine. Under this scheme, refugees from Ukraine will get fastrack access to temporary residence permits, employment, and social welfare benefits.

The biggest challenge for global and domestic businesses that used to engage a workforce in Ukraine is redeploying and payrolling their now-displaced professionals in new countries.

If you are considering relocating your personnel from Ukraine, we invite you to consider using our Global Payroll Calculator to compare payroll and employment costs in multiple countries to make more informed business decisions. We elaborated and launched our GPC to provide you with immediate automated payroll and tax estimations for your global workforce in 190 countries around the world (currently available in 179 countries, others to be added soon). This unique online SaaS tool lets you get an immediate calculation of the total cost of employing global talent – both local and expatriate – worldwide. It provides proper guidance on the steps to undertake.

Benefits of Using the Global Payroll Calculator

To meet our global clients’ demands and stay on top of innovation, Acumen International is striving to incorporate new business technologies to give our clients the best experience. Having fulfilled myriad challenging projects for clients’ global expansion planning, budget allocation, and global talent engagement worldwide, we developed our GPC to offer multinational companies a way to streamline processes. This easy-to-use online tool was created by leveraging our global HR expertise and 20 years of market experience in serving companies of different sizes.

Our global network team works hard to ensure that the calculations are precise, valid, and accurate, based on timely legislative updates, tax rates, and norms in all countries of coverage.

GPC is designed for global and regional service companies that want to serve international customers, automate their operational processes, and grow globally. Use our Global Payroll Calculator today to get immediate estimates of the total cost of employing global talent in the countries of your choice and engage your local and expatriate professionals via Acumen’s global employment solutions.

Contact Acumen International today to know how we can meet your business demands, help you make better and more informed decisions, streamline budgeting and make your business operations more cost-efficient. Write to us at info@expressglobalemployment.com and follow us online to know more!

With their homeland in a state of upheaval and ravaged by war, many Ukrainians are fleeing with their families and their children to seek sanctuary in the EU. While many will find asylum in neighboring countries like Poland and Romania, others are expected to continue on to the European Union states, many of which have been flooded in recent years by refugees from the Middle East.

One nation that is somewhat off the beaten path is Portugal, a smaller nation nestled to the west of Spain on the Atlantic coast. While Portugal is a greater trek for Ukrainian refugees than other EU nations, Portugal’s high quality of life may offer opportunities that cannot be found in larger, more populous EU nations.

In response to Ukraine’s Russian conflict, the Portuguese government is offering Ukraine refugees humanitarian visas upon arrival at the airport, along with taxpayer and social security numbers. This generous act allows Ukraine expatriates to enter and remain in Portugal without a Schengen visa, and to pursue employment there.

For global and domestic employers of Ukrainian workforce, Acumen International offers the perfect
expat hiring solution via PEO in Portugal enabling you to legally onboard and compensate your Ukrainian employees there.

Contact Acumen today to learn how we can facilitate and streamline the redeployment of your company’s workers from Ukraine to our solid expat hiring solution in Portugal.

If your business is still considering the countries where to relocate your dispersed Ukrainian professionals, we invite you to use our innovative Global Payroll Calculator, to get quick and easy automated payroll and tax estimations for your global workforce, in various countries around the world. With us, estimate your employer burden in the countries of your interest in just minutes, compare different countries to make faster and better informed business decisions, and get more cost-efficient business operations.

On-demand platforms like Uber and Deliveroo exploded in popularity over the past decade, due largely to their innovative business models that made it easy for gig workers to pick up some extra cash, without rigid work schedules and excessive oversight.

For many workers, however, what began as a convenient side-hustle quickly turned into full-time work, but without the safety nets provided by traditional employer-employee relationships.

In 2021, Victoria drafted a consultation paper entitled “Fair Conduct and Accountability Standards for the Victorian On-Demand Workforce,” outlining recommendations for regulation. The Standards follow a growing global trend toward establishing the rights of gig workers and protecting them from exploitation by on-demand platforms.

Regulations are expected to be implemented in 2022 that would: needs, such as:

• Require on-demand platforms to clearly outline what workers can expect in terms of pay and job performance.
• Require platforms to provide clear information about penalties applied for poor performance or performance failures.
• Review platform algorithms to ensure that they are non-discriminatory.

It is worth noting that Victoria was the first state in Australia to criminalize wage theft, establishing laws that make it a crime for employers to deliberately and dishonestly underpay employees or withhold employee settlements. The legislation imposes fines up to $1 million for businesses and 10 years of jail time for offenders.

For global employers, the trend in Australia and other countries toward higher regulation of gig work and protection of the gig workers’ rights should be a warning sign of compliance issues they may face and a prerequisite to forming employment relationships with their staff already today.

Now is the time for international employers to rethink the employment status of their global workforce in order to evade the blurred line between contractors vs employees, correctly define their workers’ status and avoid potential risks and penalties.

With a growing trend of competing for global talent, Acumen International Employer of Record encourages companies planning their global expansion to make every effort to attract, employ and retain the best global talent, making them permanent assets to their teams.

Consider conferring your existing gig workers and contracted remote personnel a broader range of entitlements and benefits. Ask us today why convert your current independents into employees and win an additional competitive advantage by offering an employee status to your newly selected global hires.

Whether you’re engaging a global workforce for your company or for your global clients, you should be wise to stay a step ahead and start your personnel reclassification process before that’s forcibly imposed from country to country.

Acumen provides international businesses with advanced global employment solutions (PEO, GEO, EOR) for engaging and retaining a highly qualified global workforce in 190 countries, with minimal compliance and legal risks.

Contact us today to learn more about how Acumen can help you grow in today’s global economy.