Taxation is not the only legal hurdle, though: Which social deductions apply? Which labor laws apply to you if you work in your country but are employed in anot

Taxation is not the only legal hurdle, though: Which social deductions apply? Which labor laws apply to you if you work in your country but are employed in another country? Which rules will apply to you if you become ill or get pregnant? Who has to pay your retirement benefits and where do they go? At what age will you be allowed to retire? Will hiring you mean that the company might inadvertently establish a permanent establishment abroad at your home for legal and tax purposes? etc. pp. There are answers to most (if not all) of these questions out there, but finding the right answer can be tricky and takes a lot of time (which, for a company, translates to a lot of money being spent on lawyers). So, as a company, do you spend all that time and money and take the risk that you made a mistake somewhere and the employment contract will be governed by rules you did not expect - or do you rather hire someone who will move to your place?