Considerations for International employers


International recruitment can create greater opportunities for organisations in many areas. However, hiring staff from abroad can create a legal and logistical headache for HR departments. Certain considerations must be made when looking to hire from abroad.


Immigration legislation in different countries can change quickly and without warning, as the recent “travel ban” imposed by Trump (restricting the movement of people from seven Muslim countries) has proved. International companies must ensure that they are well informed about current immigration legislation from both the host and the home countries, throughout the entire process.

Moreover, with fines of up to £20,000 per worker for companies who have not carried out correct checks to ensure that staff are legally entitled to work in the UK, HR departments must be meticulous throughout their pre-employment screening process.

Atypical working arrangements

The workforce is changing and demanding greater flexibility with the way it works. Zero hours contracts, remote working and flexible hours are becoming commonplace in many countries.

Uber have notoriously struggled to marry the demands of the workers/consumer within the confines of their organisations legislative responsibilities. Companies must find a way to operate within legal boundaries while respecting the rights, needs and demands of its staff so they can offer attractive working opportunities.

Dual Employment arrangements

Many employees of international organisations have a dual employment arrangement, where they are employed within their host country while still being under contract somewhere else. Employment law can vary wildly from country to country, particularly regarding tax and benefit considerations. HR departments must take local advice to ensure that workers can legally be contracted to a different area.

Gender equality

As the news in recent months has shown, there are still great strides to be made in creating a more balanced staff. Having children is still seen as an obstruction for women forwarding their careers, particularly at higher levels. Companies must be aware of cultural and sociological barriers to women in the workplace and take steps to retain female employees by providing solutions such as free childcare, flexible hours and job shares.

Managing expectations

Different expectations surrounding tax, annual leave, sick leave, hours, benefits and much more can make employing from abroad difficult. Employers have a duty to ensure that all new staff have a firm understanding of local and company procedures to prevent pitfalls further down the road.