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What are the Compliance Challenges for Hiring Global Talents?

Many organizations are now shifting towards remote work.
That’s because remote work allows companies to tap into global talent pool, giving them access to highly skilled individuals regardless of their location.
Plus, hiring remote workers can be more cost-effective for companies. It reduces expenses associated with office space, utilities and other overhead costs.

Thanks to widespread adoption of cloud-based technology, assembling a distributed workforce has become significantly more feasible for companies eyeing global expansion.

In an intensely competitive global arena, adapting hiring strategies across borders is imperative for survival.


No matter how well-crafted your strategic plans may be, no business can fully anticipate market conditions.
Consider the global impact of events like the pandemic or the local ramifications of ever-evolving labor laws and workplace regulations. That’s why COMPLIANCE is one of the biggest challenges faced by organizations employing global talents.

In today’s post, we will help you discover the common compliance challenges and how you can overcome those challenges to attract top talents .
Let’s start by understanding the major compliance challenges.

Overview of Key Compliance Challenges

The cornerstone of building a successful global talent pool lies in ensuring workforce compliance. This is where organizations often encounter hurdles in their globalization endeavors.

Failure to grasp the tax and employment regulations of remote jurisdictions can derail efforts to globalize the workforce.

The challenge with compliance extends beyond the complexity of rules across different countries; it’s also about the dynamic nature of these regulations.

There’s no room for a “set it and forget it” approach when it comes to managing a global workforce. So, let’s understand what these challenges are.

Major Compliance Challenges in International Hiring

Organizations aiming to globalize their operations and workforce must acquaint themselves with the employment and industrial relations laws of the jurisdictions where their workers are situated. However, companies often overlook compliance with tax and employment regulations, risking legal breaches and rendering the engagement of remote workers unfeasible or even unlawful.

Every jurisdiction worldwide has its own set of employment laws, presenting a myriad of considerations for employers. For instance:

  • In Brazil, employers must factor in the ‘13th salary,’ a mandatory bonus equivalent to an extra month’s pay for all workers.
  • In Germany, companies are obligated to pay a ‘solidarity surcharge,’ an additional tax supporting the development of Eastern Germany.
  • In Australia, employers must contribute a minimum of 10% of an employee’s salary to their superannuation.

Employers must not only understand local employment laws but also regularly review employee contracts to ensure compliance. Changes in laws or job responsibilities can quickly lead to non-compliance.

Therefore, establishing a system for periodically reviewing employment agreements is crucial for maintaining accuracy, fairness, and compliance with current regulations, benefiting both the company and its employees.

2. Tax Compliance Across Borders

Navigating international taxation laws is one of the most complex yet critical challenges for organizations with a global workforce. These laws govern the taxation of income and related financial transactions on a global scale.

Considerations for organizations with a global workforce include various factors contributing to the dynamic nature of international tax frameworks, such as:

  • The home country: Where the organization is based, impacting how its global income is taxed. The host country: Where remote operations are located, enabling the taxation of the organization’s income. International tax treaties: Agreements between countries to prevent double taxation, determining income allocation and tax application. Organizations with cross-border employees need a robust plan for tax compliance across both home and host locations, including:
  • Worker education: Providing resources to ensure workers understand their tax obligations. Tax support: Helping workers for compliant tax filings, including access to international tax experts. Compensation: Working with tax professionals to optimize salary packaging for both employees and employers. Regular compliance checks: Implementing audit procedures to ensure compliance with tax obligations of the international workforce. Immigration and Work Permits

Each country has its own requirements for work permits and visas for overseas workers. It’s crucial for organizations to understand these requirements to obtain legal authorization for workers to relocate. The first step is often checking with the consulate or embassy of the host country.

Launching into a new market without the necessary visas and work permits can significantly hinder or even halt business expansion. Therefore, understanding your organization’s scope of work in the host country and meeting its requirements are essential.

Managing Risk and Ensuring Successful Global Compliance

Building Robust Compliance Frameworks Managing compliance for a global workforce requires a systematic approach with thorough checks and audit procedures. While hiring and managing a global workforce pose challenges, non-compliance risks can be costly and damaging to business reputation. Establishing strong compliance frameworks is essential for fostering healthy relationships with host countries.

Once the right visas are obtained, follow these best practices for maintaining workforce compliance:

Human Capital Management (HCM) framework: Multinational corporations require intricate HCM and data collection systems to manage employees effectively across various locations. Understanding local HR procedures and employee data is crucial for effective management.

Risk awareness: Identifying compliance risks, particularly in payroll, is crucial for multinational organizations. Delving into challenges faced by similar organizations in host countries can help mitigate risks.

Leveraging Technology and Partnerships: Technology plays a vital role in facilitating global expansion. Upgrading and consolidating HCM systems can help maintain global workforce compliance and adapt to changes in international immigration laws.

Automated payroll: Streamlining payroll processes across global locations under one platform for efficiency and compliance. Compliance management system: Tracking talent compliance, including employee training and documentation management. Employee management software: Overseeing HR operations, communication, and workforce updates. Additionally, partnering with global employment organizations can provide local expertise and streamline talent acquisition and management in international expansion efforts

Optimizing Global Hiring Practices for Compliance

As remote work becomes more prevalent and accessible through technological advancements, navigating compliance and tax regulations becomes paramount for global hiring. Strategic planning, coupled with advanced talent acquisition software enables organizations to offer exceptional benefits while adhering to regulations worldwide.

Continuous adaptation to evolving international workforce rules is critical for successful global operations. Streamlining compliance processes eliminates challenges in hiring within a globalized environment, fostering sustainable growth and expansion opportunities.

That’s a wrap for today.
If you find this article helpful, you must check the following resources:

What is Direct Sourcing? Building a Future-Ready Workforce

7 Big Benefits of Direct Sourcing

Can Direct Sourcing Improve the Quality of Hires?

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