Every business is unique, which is why you should understand all your options before making any international hiring decisions. If you’re hiring people internationally, you’ll want to think carefully about the different ways you can engage talent and which hiring option is the best fit for your business.
Mergers and acquisitions (M&A) create unique challenges for HR departments tasked with carrying out employment transitions from the existing employer to the new buyer. The difficulty increases significantly when a company has international branches and entities with active employees on a local payroll. In order to ensure all employees are ready to go on day 1, it is crucial to understand your options and the keys to completing smooth employment transitions.
Finding the right global growth partner is crucial as you expand. We’ve put together the main questions you should ask when vetting a global growth partner.
Legal entity rationalization is the process of reviewing an unwieldy subsidiary structure to identify and resolve any conflicts and redundancies. Legal entity rationalization produces a legal structure that is easier to manage and more effective international tax structures, resulting in both cost and risk.
With the advancement of technology and remote working environments, global expansion has become a hot topic. As organizations determine the best path for growth, they often consider using a global Employer of Record (EoR) service. This enables businesses to test new markets and hire international employees without creating local entities themselves.
If you’re hiring people internationally, you’ll want to think carefully about the different ways you can engage talent and which hiring option is the best fit for your business. It is especially important to pay attention as the relationship between you and your hires changes over time to make sure your workforce continues to be classified correctly. Learn more about Independent Contractors, International Employees, and PEOs/EORs below.
Many countries require that companies operating in their jurisdiction ensure company law compliance. Essentially, this relates to specific practices that must be followed by a company, after completing the incorporation process, to remain in good standing with local laws.
Laws and regulations may vary from country to country, but most require some form of local representation to be established by a business. In most countries, this local representation is fulfilled by appointing a Resident Director (RD).
For companies looking to expand overseas, understanding shadow payroll is a must. This mechanism for reporting tax withholding obligations is mandatory for all overseas employees, yet shadow payroll processes are extremely complex and require detailed knowledge and expertise to carry out effectively.
Data is the world’s most valuable resource. With companies investing heavily in data collection and analysis, it is imperative that they have a way to secure it. This whitepaper outlines the method by which Global Upside secures our clients’ most critical data.