In this webinar, expert Daniel Grace will walk you through essential steps to get started with global workforce growth while overcoming the associated risks and challenges! You'll also hear best practices from Audra Bright, who recently managed her company’s workforce expansion into multiple countries!

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G L O B A L W O R K F O R C E E X P A N S I O N
You will learn
HOW TO GET STARTED: How to build a workforce in
another country or countries
BEST PRACTICES: What you can do to ensure your
global workforce expansion is successful
HOW ONE ORGANIZATION MANAGED A
SUCCESSFUL GLOBAL EXPANSION: An HR Manager
will explain how her organization successfully handled
their global expansion

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G L O B A L W O R K F O R C E E X P A N S I O N
So, you have just been told your
organization is going to expand
operations into another country and
you need to staff that office / plant.

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Research laws &
regulations
Understand the legal
requirements and regulations
governing employment in that
country or even in some cases,
the locality.
Recruit Skilled Workers
Find out how to reach and
attract skilled workers for your
open positions.
Onboard New Hires
Compliantly get new hires
onboarded and integrated
the organization.
Compensate Employees
Pay employees accurately, on
time and in the country’s
currency.
GETTING STARTED

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G L O B A L W O R K F O R C E E X P A N S I O N
Research Laws and Regulations
Understand the legal requirements and regulations governing employment in that country or even in
some cases, the locality. This includes:
Mandatory
Employee
Benefits
Immigration
requirements Legal Entity?

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G L O B A L W O R K F O R C E E X P A N S I O N
Global Mobility & Immigration
Sending U.S. employees to work overseas?
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Relocation
Services
• Travel
• Insurance
• Housing
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Documentation
• Visa
• Work permit
• Passport
Documentation
• Visa
• Work permit
• Passport
Money & Taxes
• Compensation
adjustments
• Tax management
• Cost
management

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G L O B A L W O R K F O R C E E X P A N S I O N
Legal Entity
Is it required in the country you are expanding into?
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Not all countries require a legal entity to pay employees in that country. However, if
the one you are expanding into does, you need to decide whether to establish a
local legal entity or utilize alternative arrangements such as outsourcing,
partnerships, or remote employment.
France X
Mexico 
The Netherlands X
Germany X *However, it can be beneficial in order to obtain employee
tax codes and pay over taxes for employees on their behalf
UK X *You WILL need a PAYE (Pay As You Earn) number
Ireland X
Canada X *You WILL need a CRA number.

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G L O B A L W O R K F O R C E E X P A N S I O N
Title Title
Mandatory Benefits
FRANCE
• No employee may work more than 10 hours/day, 48 hours week
• Minimum of 5 weeks paid vacation per year
Paid time off / holiday
pay
social security
contributions
Maternity & Paternity Leave
SEVERANCE
PAY
H E A L T H
INSURANCE
NETHERLANDS
• Statutory maternity leave = 16 weeks
• Right to request flexible working
MEXICO
• Mandatory profit sharing
• Male employees are entitled to paternity leave of five business days
with full payment of salary

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G L O B A L W O R K F O R C E E X P A N S I O N
Recruitment / Talent Acquisition
1. Consider benefits (mandatory and supplementary) and
compensation you need to provide to attract the most skilled
workers.
2. Determine how you will find the talent
Example: Canada
 You are required to advertise job openings on the Canadian Government’s Job Bank
and conduct at least two additional recruitment methods.
 You must also use the Job Match service when your company uses the Canadian Job
Bank. This creates an anonymous system in which each candidate is evaluated on
their skills and talents to eliminate potential bias or discrimination. All records of your
recruitment and advertising efforts for an open position must be on file for at least six
years.

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G L O B A L W O R K F O R C E E X P A N S I O N
Employment Contract Onboarding / Integration Documents / Forms
• Many countries require a labor
contract and have specific rules on
what it must contain.
• Example: Germany
Employment contracts are highly
regulated and must include specific
terms such as job title, duties, working
hours, and compensation.
• Tax forms
• Social security and health insurance
registration
• Employment declaration
• Pension
• Develop a thorough onboarding
process that familiarizes new
employees with your company culture,
values, and expectations.
• Employee handbook: Be aware of
cultural differences and regulations
when establishing employee rights
and expectations, employer
obligations, etc
Hiring / Onboarding

14. Employee Compensation
Getting overseas employees paid on
time and accurately can be complex
when you consider different
currencies, wage laws, fluctuating
exchange rates, tax withholding…

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G L O B A L W O R K F O R C E E X P A N S I O N
International Payments End of Year Reporting
• Pay employees in their local currency
• Provide payslips
• Calculate salary, taxes, etc.
• Global payment options: bank transfers, electronic
payments
Partnering with a local bank, enabling local
account-to-account transfers, can mean costs
savings
• Monitor currency exchange rate fluctuations
• Raise Funds Request (FR) with breakdown of
foreign liabilities for payment
• Pay local beneficiaries in their local currency from
in country bank accounts
• Country specific Tax Year-End (TYE) procedures,
processes and timescales
• Review of payroll settings and reconciliation
activities
• Production and disbursement of final pay runs &
reports
• Updating of employee records (allowances, tax
codes, social security records, share plans)
• Updating of relevant authorities
• Ensure you are compliant for any new local
legislation changes in the new year.
Payroll
Pay employees on time, every time, in the correct currency

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G L O B A L W O R K F O R C E E X P A N S I O N
Tax Withholding
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You must be aware of tax treaties and social security agreements and ensure proper withholding of taxes for
both the company and the employee.
Employers are required to
withhold:
• income tax
• solidarity surcharge
• contributions to social
security (such as health
insurance and pension
insurance)
GERMANY
Employers use the Pay As
You Earn (PAYE) system to
withhold income tax and
National Insurance
contributions from
employees' wages.
Employers are required to
operate PAYE on behalf of
their employees and remit
the taxes to HM Revenue &
Customs (HMRC).
UNITED KINGDOM
Employers are required to
withhold:
• federal and provincial
income tax
• Canada Pension Plan
(CPP) contributions
• Employment Insurance
(EI) premiums.
Employers remit these
deductions to the Canada
Revenue Agency (CRA).
CANADA

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G L O B A L W O R K F O R C E E X P A N S I O N
 Expensive fines and tax penalties
 Costly and lengthy lawsuits
 Reputational damage
 Evaluation of your business and its
stocks
 Closure of your overseas business

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G L O B A L W O R K F O R C E E X P A N S I O N
POLL Q U E S T I O N #1
What do you consider the most challenging aspect of establishing a
global workforce?
o Recruiting skilled employees
o Compliance with local labor regulations
o Compliance with tax laws
o Paying international employees

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Access In-Country Experts
Guidance and support that
speak the language and
understand the culture
Partner with a global HR and Payroll provider
Outsource complex HR and payroll tasks
Select the right partner
Critical factors you should
consider
BEST PRACTICES

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G L O B A L W O R K F O R C E E X P A N S I O N
Professional
Staffing Firm
Access In-Country Experts
Outsourcing complex HR tasks, legal compliance issues and payroll processing to those with local
expertise.
Law Firm
Payroll
Services
Agency
Law Firm
Banks

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G L O B A L W O R K F O R C E E X P A N S I O N
Banks
Professional
Staffing Firm
Partner with a global HR and Payroll provider
An extension of your HR team, just in another country
Law Firm
Payroll
Services
Agency
Law Firm
These providers specialize in delivering
integrated solutions to address the
complexities of managing a global
workforce, including compliance with local
regulations, cultural differences, and
diverse payroll requirements.

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G L O B A L W O R K F O R C E E X P A N S I O N
Selecting the Right Partner
An extension of your HR team, just in another country
Law Firm
SCALABLE
They should be able to handle all your global Human
Resources AND Payroll needs. Getting one partner now, just
having to find another in a few years once your company
outgrows them, is not worth it.
INTERNATIONAL COVERAGE
Your partner should cover more than just a handful of countries.
You never know what new markets the next year may bring and
where your business will need to expand.

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G L O B A L W O R K F O R C E E X P A N S I O N
Selecting the Right Partner
An extension of your HR team, just in another country
Law Firm
A DEDICATED CONTACT
One single point of contact that is easily reachable, collaborates with your team and is the single
source for all your needs.
FLEXIBLE PRICING STRUCTURES
A partner than can handle 5 employees in one other country or 5,000 across countries and pricing
tailored to your specific situation
NETWORK OF IN-COUNTRY EXPERTS
Remember that slide we just covered? Your partner should have access to all of those and
work directly with that network.

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G L O B A L W O R K F O R C E E X P A N S I O N
Law Firm
BREADTH OF SERVICES
Select a partner than can handle the entire employee lifecycle
Selecting the Right Partner
An extension of your HR team, just in another country

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G L O B A L W O R K F O R C E E X P A N S I O N
Law Firm
TRANSPARENCY
You should always have visibility into your global payroll: the stages during the payroll process,
reporting, audit trails and payroll history.
Selecting the Right Partner
An extension of your HR team, just in another country
Affordable and Flexible Pricing
Whether you have 10 employees overseas or 2,000; your partner should be able to handle it all
for you.
Depending on your need, your partner should provide different pricing packages so you can
easily budget and manage your HR spend. Maybe you don’t need all-inclusive HR support,
help with a single project. Or perhaps you just want to purchase a block of time to use
whenever you need it. Your provider should have the flexibility to match its pricing structures to
those needs.

26. How did Audra Bright
and her team at Textile
Exchange successfully
manage their
international expansion?

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G L O B A L W O R K F O R C E E X P A N S I O N
What country did you first expand into and
when was that?
Since then, have you expanded your
workforce into any other countries?

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G L O B A L W O R K F O R C E E X P A N S I O N
What was the first thing you did when you
found out about your organization’s plan to
extend operations globally?
What was your (HR’s) greatest challenge with
the expansion?

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G L O B A L W O R K F O R C E E X P A N S I O N
How did you overcome that challenge?
What advise what you give to another HR
professional that is embarking on a global
workforce project?

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G L O B A L W O R K F O R C E E X P A N S I O N
POLL Q U E S T I O N #2
Would you like a global expansion expert from IRIS contact you:
o Yes – I am interested in both outsourcing global payroll and
HR tasks
o Yes – I am only interested in outsourcing global payroll
o Yes – I am only interested in outsourcing global HR
functions
o No – my organization is not planning a global expansion at
this time.

32. Thank You
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