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When undertaking a global expansion, you need to consider a wide array of logistical factors – but few are as important as ensuring compliance with the varying workplace regulations.

As each country poses different challenges, we’ve compiled a checklist that will cover the fundamentals, aiding you when navigating your expansion.

1. Employment Legislation

Those looking to become international employers are fundamentally obligated to manage both the domestic employment laws and international legal requirements at the regional level.

Before looking to expand overseas, you need to have a comprehensive understanding of the new country’s employment regulations and should prepare to be bombarded with stringent employment rules, otherwise you run the risk of compliance issues, litigation and potential penalties.  

Considerations in respect of legal compliance run through every aspect of the employment relationship, regardless of the jurisdiction in which you’re operating.

High-level examples of such critical areas include the following:

All these areas can vary, and it’s often advised that you work with experts such as IRIS HR Consulting, to safely navigate your way through these.

2. Benefits packages

During your international expansion, providing an attractive benefits package is not only crucial for compliance but also plays a huge role in procuring the right talent.

Often, workers are looking for a competitive benefits package that goes above and beyond.

To ensure you’re offering enough to attract the best employees, you must first familiarise yourself with the statutory and/or mandatory legal minimum benefits requirements for your chosen country, including:

As each country poses different challenges, we’ve compiled a checklist that will cover the fundamentals, aiding you when navigating your expansion.

3. Managing tax

One relatively consistent factor that’s worth considering is that Tax Authorities tend to maximise the contributions from those businesses operating within their borders.

By utilising advice from specialists such as IRIS HR Consulting, you can gain a greater understanding of your employer obligations in this area and structure remuneration packages in a tax-efficient and appropriate way.

4. Visas and working permits

If you’re looking to send some existing staff overseas as part of your expansion, an area that can often take employers by surprise is the lengthy process required to obtain work visas and permits.

Especially, if you’re early on into your expansion, not having an established entity in the foreign market can prove to be a huge hurdle as many countries require work permit sponsorships.  

Some businesses try to bypass these challenges by sending workers on multiple short assignments. However, we suggest accounting for the lengthy process and utilising the correct visa the first time in order to successfully roll-out your expansion strategy.

Help from the experts: IRIS HR Consulting

As previously mentioned, the factors outlined above can all vary significantly from country-to-country.

But our International HR Consulting service is here to help, providing you with the guidance and advice needed to navigate anywhere in the world.

We support with everything, from local legislation to workplace culture – our experts can help accelerate your growth.

For more information on our HR consulting service and to get in touch, click here.