Compliance with Local Labour and Employment Laws
Effectively navigate complex labor and employment regulations in foreign markets with expert legal guidance, ensuring compliance and protecting your business and workforce.
Current Trends and Challenges in Employment Compliance
Hybrid and Flexible Working Arrangements: Post-pandemic, hybrid and remote work models require employers to align policies with local laws on remote work, employee monitoring, and data privacy.
Increased Regulatory Scrutiny: Heightened enforcement of labour laws demands vigilance in compliance with wage, hour laws, safety standards, and anti-discrimination regulations to avoid significant penalties.
Workforce Diversity and Inclusion: Effective DEI policies are crucial, as employers must navigate increased scrutiny and avoid reverse discrimination claims.
Common Scenarios
Employment and Workforce Management
Recruitment, management, and termination of employees and contractors in foreign markets, including remote/virtual workers.
Foreign Direct Investment
Investment in, setting up, managing, and closing business entities in foreign markets, including subsidiaries, partnerships, or joint ventures.
Outsourcing and Manufacturing
Outsourcing the manufacturing of products to a foreign company based on your own design and IP.
Cross-border Services
Provision of professional or business services to foreign clients without establishing a physical presence.
Explore Legal Solutions by Country
Taiwan
Philippines
Canada
- Employment Contracts: Contracts must comply with provincial standards, detailing job duties, wages, and termination conditions.
- Working Hours and Overtime: Standard working hours vary by province, typically40 to 44 hours per week; overtime paid at 1.5 times the regular rate.
- Social Insurance: Employers must contribute to several social insurance programs, including the Canada Pension Plan (CPP) and Employment Insurance (EI).
Hong Kong
Brazil
India
- Employment Contracts: Detailed contractsrequired, including job role, wages, and termination conditions.
- Working Hours and Overtime: Maximum of48 hours per week; overtime paid at twice the normal wage rate.
- Social Security: Employers must contribute to Employees’ Provident Fund (EPF) and Employee State Insurance (ESI).
Vietnam
- Employment Contracts: Written contracts required, specifying job role, salary, and working conditions.
- Working Hours and Overtime: Standard working hours are 8 hours per day and 48hours per week; overtime limited to 200 hours per year.
- Social Insurance: Employers must contribute to social insurance, health insurance, and unemployment insurance for their employees.
China
- Employment Contracts: Must be written and signed within one month of employment start; failure results in double salary compensation.
- Working Hours and Overtime: Standard working hours are 8 hours per day and 44 hours per week; overtime cannot exceed 36 hours per month.
- Social Insurance: Employers and employees must contribute to social insurance, covering pension, medical, unemployment, maternity, and work injury insurance.
U.S
Indonesia
- Employment Contracts: Contracts must be in Indonesian and include job details, wages, and termination conditions.
- Working Hours and Overtime: Standard working hours are 40 hours per week; overtime must be compensated as per regulations.
- Social Security: Employers must register employees for the national social security programs covering health, work accidents, pensions, and death benefits.
Malaysia
Thailand
Ensuring Compliance Across Borders
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Trustiics Concierge Service
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