Spurred by increased international employment, global expansion seems to be everywhere. Case in point: Comparably shows that Squarespace is making inroads around the world.
Rahi is entering Africa. And Elsevier is heading deeper into India.
It’s not hard to understand why organizations would want to go big. Heading overseas opens doors to untapped talent pools and eager audiences. Yet moving into unfamiliar markets halfway
around the earth can be fraught with challenges. Some of those challenges can be quite hard to overcome.
Consider all the different international employment laws, for instance. Regulations can vary widely, not just by country but also by municipality. Businesses deal with this issue in the United
States, of course. However, with expansions to foreign countries, this problem can be harder to navigate and resolve.
Another hurdle is determining fair and equitable salaries. The value of currencies isn’t 1:1. Consequently, what happens when a company based in North America wants to expand its presence
to the United Kingdom? Or the Czech Republic? Or Japan? How do pay expectations hold up? And with so many workers demanding better paychecks due to inflation, yesterday’s pays aren’t
necessarily the “going rate” anymore.
Then there’s the conundrum of culture. Building and managing an international workforce involves weighing and merging the needs of people from wide-ranging backgrounds. Concessions must
be made when so many people from unique experiences come together.
In other words, it’s not just enough to want to go global. You have to put effort into the process. And part of your effort should include thoughtful planning and well-considered partnerships with
organizations such as Remote.
Remote: Shepherding Clients Through International Expansion Trouble Spots
Remote serves as an international employer of record for the businesses it works with. As an employer of record, Remote helps companies onboard employees in other countries by hiring those
employees through Remote’s own local legal entities. So, while the employees may work for ABC Company, Remote acts as the employer on paper — while managing other HR functions like
payroll, benefits, tax withholding, stock options, and compliance.
How does this work in practice, though? Let’s say your brand wants to start doing business in Lisbon, Portugal. It’s a terrific choice and becoming a much-desired location for expansion. The main
point or issue occurs because you don’t necessarily want to go through the process of opening a legal entity there. Instead, you just want to hire some employees who happen to live in Portugal.
Rather than taking on the expansive human resources administrative work in-house, you would work with an employer of record (EOR). Not only do you bypass the need to establish a legal local
entity or hire global contractors, but you also gain all the advantages that come with hiring an employer of record. Here’s how Remote is helping companies overcome the challenges of international
expansion.
1. Your payroll deliveries will be streamlined.
No matter what countries your workers come from, they all want to get paid on time and in the correct amount. Unfortunately, this can be very difficult to achieve if you’re trying to pay employees
who live overseas. Not only is it tough to calculate currency rates in real-time, but trying to juggle withholdings can seem overwhelming.
Working with an EOR like Remote ensures that all workers get the money they expect when they expect it. As a result, your employees remain satisfied, and you never have to deal with costly payroll
mistakes.
2. Your company will remain compliant throughout its expansion.
As mentioned before, countries have specific rules around everything from employee work hours to acceptable benefits. Remaining compliant would necessitate that you learn and follow all the rules
for every place your employees work. Though not an impossible task, compliance takes quite a bit of legwork and financial outlay to get right.
Because Remote is accustomed to working overseas, it keeps up with all employer-related laws. If anything changes, Remote’s team knows. In other words, you don’t have to spend all your efforts or
resources to reduce your chance of risk. Remote takes on the compliance risks of international employment on your behalf.
