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Access HR

Managing a global workforce is a complex process. Unfortunately, no single set of global HR policies and practices can account for the legal requirements of every country you operate in. Every jurisdiction has unique employer obligations related to hiring workers, managing working time and paid time off, terminating employee contracts and more. These country-specific requirements can vary substantially and are constantly evolving. ​

The bottom line is you need to establish and maintain locally compliant HR practices that account for each of your workers, in all jurisdictions, through the entire employee lifecycle, from onboarding new hires to terminating employee contracts.​

Our Access HR services include:​

  • Onboarding new hires ​
  • Collecting and maintaining new-hire documentation ​
  • Completing eligibility-to-work checklists ​
  • Enrolling employees in local benefits plans ​
  • Conducting new-hire orientation  ​
  • Managing employment contracts and records ​
  • Managing benefits ​
  • Managing paid time off ​
  • Acting as primary contact for local employees with HR questions ​
  • Supporting employee contract terminations ​
  • Calculating severance pay ​
  • Managing benefits for employees who've had their contracts terminated.​
Read More
Hiring independent contractors when expanding internationally may seem like a simple, safe and cost-effective solution to testing a new market. But each country has its own laws related to hiring and paying workers, and falling foul of them can lead to serious penalties.
Multinationals everywhere have embraced remote work, but the practice comes with risks, particularly if you pay workers across borders. With remote work, your organisation may trigger compliance obligations related to corporate tax, social security, work permits, insurance, data transfers and more. You may also need to revise your compensation and other policies.
On 19 February, the UK Supreme Court handed down a decision about the worker status of UK Uber drivers. The case first came before a judge in 2016, and many UK employers and workers had been eagerly awaiting the decision.
On 24 December 2020, just days before the end of the Brexit transition period, British and European Parliaments ratified the EU-UK Trade and Cooperation Agreement.
Singapore employers must report their employees’ remuneration in accordance with the country’s Income Tax Act. Unfortunately, reporting income is not always a straight-forward exercise, particularly when an employer has implemented comprehensive employee-compensation programmes.
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