Although today’s global pandemic and the resulting economic turbulence are
hurting some industries harder than others, it’s likely that everyone will
feel some effect. If, before the crisis, your organization’s goals or plans
included international expansion and hiring, you may be trying to figure out
how and whether to proceed.
Protecting your organization and workforce during this turbulence starts with
adapting to the present—and keeping one eye toward the future. Here are some
things to consider as you plan your course of action.
Rethink which countries offer the most opportunity
You may already have a target list of countries you’d like your organization
to hire in and expand operations. But current conditions may require a
temporary shift in strategy—such as hiring in one or two countries rather than
your originally planned five. As you prepare your organization to weather the
storm, diversifying your global footprint can help ensure you’re ready to move
forward once economic and health conditions improve.
For example, it may make sense to shift some operations and hire workers in a
country where labor costs in your industry are more favorable, especially in
an unsteady market. Or, it could be evaluating your existing client base—are
there certain countries not already in your plans where you can expand to
better support your clients and their changing needs?
Another area to consider is your network of independent contractors and how
you can expand your presence in a country where you already have a
concentration of valuable contributors. If you converted your contractors to
employees , not only would you be
protecting the organization from the risk of misclassification—be aware that
governments will likely be cracking down on employment violations as a way to
bring in revenue—you’d also be protecting your talent pool into the future.
By hiring your contractors as employees, and thus securing their employment in this climate, you’re showing that you value them and their contributions, and you're protecting a workforce in a market that could prove beneficial in the long term.
Review your benefits program and adjust where necessary
In addition to securing their employment, converting independent contractors
to employees also makes them eligible—or even required, depending on the
country—to receive employee benefits like paid leave and health coverage.
Among the many lessons this global pandemic has taught us, is just how
important benefits like paid leave and health coverage are, not just for
employees, but for society as a whole.
As you evaluate where your workers are now—and where you want to hire in the
future—an important thing to keep in mind is what the employment requirements
are in the country and how they correspond to additional benefits you
currently offer or need to offer to stay competitive. Also: whether benefits,
required or not, will affect your relationship with your employees.
In France , for example, if an employee takes leave
due to illness, that suspends the work contract and the employer's obligation
to fully compensate the employee. The French Social Security Health System
would pay the employee a daily benefit, and the employer would only legally be
required to make up the difference between that benefit and the employee's
normal compensation.
Evaluate all options for remote work
As companies have shifted previously in-office workers to remote, some
employees may se ek to quarantine in or relocate to regions away from
the office — whether to be near family support , save on expenses
in an area with a lo wer cost of living, or any other reason. The
challenge for HR becomes how to keep remote workers lawfully employ ed
when they seek to reside in a country where the company doesn’t currently
have an entity.
Another consideration is whether the company intends to shift entirely to remote-first or remote-only policies
. How
will that affect recruiting, employee advancement and company culture ?
Seek guidance and external expertise
As you steer your organization and workforce through this global crisis,
navigating challenges in new or unfamiliar global markets, you may find
there’s a lot of “ you don’t know what you don’t know ,” so seeking expert consultation becomes imperative.
Talking with a trusted resource like an employer of record
, one
with in-country expertise all over the world, can help you understand the current
situation as it relates to your hiring and expansion plans and offer guidance
based on countless employment situations and challenges solved over time.
An employer of record provider can also help you be agile in a time when
adaptability is required:
- Onboarding employees in a new global market in as little as two weeks
- Converting your valued independent contractors to employees to reduce risk
- Bringing on workers in a country where you can save on labor costs
- Keeping your workers even as you dissolve your foreign entity
- Allowing you to employ remote workers in countries where you don’t have an entity
Contact us today to
speak with a global solutions advisor and learn how Global Employment
Outsourcing (GEO) may be the solution you need to adapt to today’s tough climate
and position your organization for success in the future.
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