For businesses and agencies looking to expand globally, Europe has always been considered a great region to build a remote workforce. In this post, we look at a few key items to consider when employing a worker in Europe.
Europe is a vast ever-growing region made up of 40 countries which brings opportunities to find talent in an emerging or established market. Whether a business is interested employing workers in Northern, Eastern, or Central Europe, the European market has lots to offer.
With the pandemic redefining the world of work, many countries have evolved and experimented with novel ways of attracting new talent. In fact, this year European countries have dominated in the top 10 positions when it comes to global talent competitiveness.
However, there are certain challenges when deciding to employ workers in Europe. Below we look at the key factors to consider when employing a worker in Europe.
1. Understanding cultural nuances
Europe is a large region with over 40 countries, each with their own culture. Of these countries, 27 countries make up the European Union (EU) where residents can work and travel freely. While some EU countries have similarities in certain European laws, each country operates these directives differently in line with their own country laws.
Tapping into the local talent brings many benefits. Employing a local worker who knows the European market and culture well can help establish businesses quicker. However, each country has different rules surrounding taxes, employment benefits and additional worker payments. So, it’s important to know the local rules when employing new workers.
2. Staying compliant
Staying compliant is vital to successful global expansion in Europe. Failure to remain compliant can lead to serious costs. Expanding internationally can be complex, as employment laws are inherently different and vary from country to country.
Employing a local worker without knowing the employment laws can be risky and a costly mistake. Therefore, it is important to partner with the right people who will help workers remain compliant and ensure the correct procedures are in place from day one.
3. Managing European remote workers
While some European countries have similarities in certain European laws, each country adapts their own rules and regulations. Employing international workers requires a new level of HR support and administration.
Employment laws change regularly so it’s important to engage with international in-country specialists who can advise and ensure that workers are compliant in the country they work in.
How Employer of Record (EOR) works?
Employing workers internationally is often complex, expensive, and time-consuming. However, by partnering with an EOR provider, you can ensure that workers are deployed anywhere in a compliant and efficient manner.
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