What it means to hire from different countries: I remember having a conversation with friends working around the world about the best country to work in. It was quite a directionless discussion, slightly pointless, occasionally heated, and mostly intoxicated and derailed off the topic. While it was very hard to get consensus on the “best”, we all agreed that working in Hong Kong would be rather pleasant.
Sure, Hong Kong has an awesome tax rate of 15%, is an international business hub, and central to many Asian tourist destinations, but none of that is the reason for our agreement. Simply, Hong Kong has 17 public holidays, whereas Australia, or specifically NSW, has only 9.
In fact, Australia is one of the countries with fewest number of public holidays compared to most Asia-Pacific countries:
This means if you have staff working in those countries, they will be entitled to more public holidays than their counterparts working in an office in Australia.
The number of public holidays is not the only difference when it comes to hiring staff from another jurisdiction. Employee benefits, protections and entitlements such as annual leaves, sick leaves, could all vary dramatically from country to country. Not having a good grasp of the differences could lead to surprises or spark a few disagreements that may be detrimental to a long-term working relationship.
This is why it makes sense to use an overseas employer of record from an operational perspective. Having someone local that has not only the knowledge but also the experience navigating through the overseas labour regulations will save the employer a lot of time and money in properly bringing an overseas worker onboard and ensure that the employer’s business operation remains compliant. You can also read our other article (Hiring directly vs using employer of record) for a more detailed analysis on the benefits of using an employer of record.
The employer of record is a service offered by a third-party entity and different service providers will charge different fees. The fees usually cover the legal and financial responsibility and risks it takes on from employing the overseas staff on your behalf, as well as the cost in operating the payroll and HR management.
For the benefits and convenience of our readers, we have constructed a table summarising the general labour regulations and terms and fees of our partnered employer of record for each of the countries we currently source our job seekers from.
Recruit Hall and/or the author does not guarantee, and accepts no legal liability whatsoever arising from or connected to, the accuracy, reliability, currency or completeness of any material presented here. The information contained here is intended only to provide a general overview of matters of interest and does not constitute legal advice from Recruit Hall and/or the author. Recruit Hall does not represent its partnered employers of record and no information contained here is binding until a definitive agreement has been entered into between the employer and an employer of record. Viewers should seek appropriate independent professional advice prior to relying on, or entering into any commitment based on material published here, which material is purely published for reference purposes alone.
What it means to hire from different countries