Introduction
Even as an experienced HR professional in your home country,
entering a new territory and grappling with the nuances of local
benefits provisions, payroll, labor laws, salary expectations and
cultural practices can be daunting. All of your hard-earned
knowledge about employing workers in the US — or whatever
your domestic country of operations — must be reevaluated
when your company is expanding to another country. What you do at
home often does not translate as a template to other overseas
locations.
Trust us: The stakes are high. We have too often heard from
companies that are facing fines and reputational damage for
noncompliance with local labor laws, or that are facing losing
promising talent, all because they did not fully educate themselves
on what they needed to do when hiring and sending workers overseas.
Not only does each country have its own set of constantly evolving
employment and immigration laws, they also have their own ways of
doing
