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Wellness programmes have evolved over the years as businesses recognise the benefits they deliver to both employer and employee. There is now a large body of research showing how employee wellness translates into increased productivity, reduced absenteeism, improved morale and better working relationships, all of which can positively affect an organisation’s bottom line.
The coronavirus pandemic has affected countries around the globe. To control transmission, most have imposed various travel restrictions. These have affected short- and long-term business travel and will continue to create new challenges for travellers and their employers for the foreseeable future.
Whether you’re a tech start-up expanding into another country for the first time, an established multinational or a private equity firm preparing to acquire part of another company, you need to know your options for employing workers across borders.
Whether you’re thinking about international expansion for the first time or are experienced at maintaining operations in multiple countries, there’s a strong chance you’ll benefit from this comprehensive review of cross-border considerations.
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.