Mitigate risk and limit liability without slowing down your talent acquisition
We navigate employment compliance.
You focus on growth.
Stay ahead of changes
What our clients love about our employment compliance solution
What we enjoy most about working with Global Expansion is the partnership aspect. They work very closely with us and our employees to make sure everything runs smoothly.
How employment compliance works with an EOR
Choose your people
We draft employment agreements for your new team members aligned with local laws and regulations.
We onboard them
We guide and support new hires through the onboarding process, fulfilling all documentation and local employment requirements.
We support them
Our local experts oversee HR, payroll, taxes, and benefits—no matter the employee's location.
You reach your goals
You grow at the speed you need to succeed with the best global talent while we handle everything else.
Frequently Asked Questions
What is global employment compliance?+
Global employment compliance is the process of aligning your business' employment practices with the laws of the countries in which you operate. This can be a complex and daunting task, as employment laws vary significantly from country to country or even region.
In some cases, compliance may require the implementation of new policies and procedures, or the alteration of existing ones. Additionally, compliance may necessitate the use of different HRIS systems or payroll providers in different countries.
Despite the challenges, global employment compliance is essential in order to avoid costly penalties and protect the reputation of your organization. By working with a knowledgeable partner such as Global Expansion, you can confidently navigate the complexities of global employment compliance.
How do global HR compliance services benefit my company?+
Employment compliance always benefits a company—it's just good business sense. By being up to date on employment compliance, you mitigate the risk of employment-related lawsuits and costly fines.
Global HR compliance services can also help you improve your employee retention rates. This is because employees who feel like their employer cares about compliance are more likely to feel valued and supported in the workplace. In turn, they are more likely to be engaged in their work and less likely to look for opportunities elsewhere.
How can Global Expansion manage changing global employment requirements and regulations?+
Global Expansion stays on top of regulatory changes through our globe-spanning network of industry-leading partners in the legal, financial, and HR domains. These local experts keep an ear close to the ground, staying ready for any upcoming regulatory changes well in advance of the rollout.
Being able to offer this type of guidance to our clients is crucial to our "trusted advisor" style of working, and as a result something we devote a lot of resources to maintaining.
What is the best way to cover or avoid compliance fines?+
The best way to avoid compliance issues and the hefty fines they are known to cause is by working with a Global Employer of Record (EOR) such as Global Expansion.
A Global EOR takes full (legal) responsibility for your employees, including:
- Employment agreements
- Employee benefits
- Taxes and social security
- Any responsibilities toward local institutions such as the Home Office
This gives you peace of mind to focus on your business, secure in the knowledge that all employee and compliance-related matters are looked after by experts.
What are the most challenging employment laws and regulations?+
The most challenging part of employment laws and regulations is the fact that they are different for every country on the globe and constantly changing. In order to mitigate compliance risks, you need to keep up with regulatory affairs for every single country in which you employ people. Unless, of course, you work with an EOR.
That said, there are some specific areas that often cause problems and fines:
- Permanent establishment mismanagement
- Breaches of data privacy (GDPR and others) or violation of payroll and other local labor laws
- Issues with (work) visa and immigration requirements
- Employee misclassification