4 ms·

I'm curious about the practicalities of the employer being based in one country and the employee, another. Furthermore, let's say they're not both in the EU as

by aix1 5y ago

I'm curious about the practicalities of the employer being based in one country and the employee, another. Furthermore, let's say they're not both in the EU as that would simplify things. What are the practicalities in terms of employment law, taxation etc. I understand that every situation is unique and am looking for personal experiences/anecdotes rather than generalisations.

xtracto 5y ago
This is alreasy solved by PEOs (professional employment orgs) who take care of all the employment bureaucracy for you. They are a booming business like Globalization Partners, Via.work among several others. They are good for the company because they streamline hiring people in other countries and they are good for the employee because they provide all employnent requirements by law in their country.
- aix1 5y ago
  In this model, what's the worker's status in the eyes of the organisation requiring their services? Am I right thinking they're more of a temp-vendor-contractor variety than a full-time employee?
  - xtracto 5y ago
    Yes. They are a contractor basically. Of course in practice it depends on the company culture how they are treated. I setup a 20 people office here in Mexico for a startup. All being paid by PEO for 3 years. We got stock options and all the benefits (even more due to Mexican labour law).
genezeta 5y ago
If one of the parts is outside the EU, things get more complicated. This is a reason why some work as freelancers/contractors. It simplifies things. The company may offer some help with the bureaucracy, but the people I know all have ended using a local third-party service to manage all that, anyway. Also, consider something else. Many companies, even if they are outside the EU, may already have an EU-based subsidiary. Once they have that, contracting in all the EU will go through that and simplify things a lot since it will effectively be a contract within the EU again. This is the case for a couple of friends I know. I can't tell you anything for the case where the employee is the one outside the EU, sorry.

by aix1 5y ago

xtracto 5y ago

This is alreasy solved by PEOs (professional employment orgs) who take care of all the employment bureaucracy for you. They are a booming business like Globalization Partners, Via.work among several others. They are good for the company because they streamline hiring people in other countries and they are good for the employee because they provide all employnent requirements by law in their country.

aix1 5y ago
In this model, what's the worker's status in the eyes of the organisation requiring their services? Am I right thinking they're more of a temp-vendor-contractor variety than a full-time employee?
- xtracto 5y ago
  Yes. They are a contractor basically. Of course in practice it depends on the company culture how they are treated. I setup a 20 people office here in Mexico for a startup. All being paid by PEO for 3 years. We got stock options and all the benefits (even more due to Mexican labour law).

genezeta 5y ago

If one of the parts is outside the EU, things get more complicated. This is a reason why some work as freelancers/contractors. It simplifies things. The company may offer some help with the bureaucracy, but the people I know all have ended using a local third-party service to manage all that, anyway. Also, consider something else. Many companies, even if they are outside the EU, may already have an EU-based subsidiary. Once they have that, contracting in all the EU will go through that and simplify things a lot since it will effectively be a contract within the EU again. This is the case for a couple of friends I know. I can't tell you anything for the case where the employee is the one outside the EU, sorry.