This article is the second in a series on company relocation. This article focuses on the important considerations to make when sending employees abroad. Whether it’s your first time sending employees abroad or you’ve done it before, you must have a strategy and plan in place. In fact, a comprehensive global mobility program is ideal. You can learn more about the importance of a global mobility program in Globig’s article and podcast on the Top Reasons to Create a Global Mobility Program for Your Company. Below is a nonexhaustive list of important considerations to make when asking your employees to move abroad.
Understand what you’re
Sequired by law to offer (include in an offer package).
Employer responsibilities and employee protections vary greatly around the world. Many countries, and likely any country you are considering expanding into, h germany telegram data ave comprehensive employment laws. Because employment law violations often carry stiff penalties, it is imperative that you understand your obligations as an employer.
For examplin the
UK (and many other countries), employees have very specific protections, one of which is a written statement of employment. Working hours are heavily regulated and monitored in Singapore. Even China has strict employment laws that tend to favor employ the service pays for purchases of people ees over employers. Because every employment situation is unique and laws are very country specific, we recommend that you work with an HR expert familiar with local employment law to ensure your offer package includes everything that is required. Using your local by lists (home country) processes and written employment agreement is not an acceptable option and will not protect you.
Consider working with a Professional Employer Organization.