Employment Contracts: What HR and Global Managers Must Know

If there is one topic I come back to, project after project, it is the clear need for strong employment arrangements. When I guide companies from early stage startups pushing for funding, to structured global IT players seeking new territories, I see the same patterns. Clarity in hiring and management is a safeguard for both organizations and people. Employment contracts are the anchor here. Through my years researching global HR frameworks and counseling leaders through expansions with EWS Limited, I’ve witnessed firsthand how well-structured agreements protect investments, prevent misunderstandings, and foster trust.

In this article, I’ll break down the practical, legal and managerial essentials of agreements between employers and staff, including temporary, indefinite and at-will forms. I’ll explain what information must be included—salary, function, work hours, benefits—and what each party’s responsibilities are. We’ll look at worker rights, onboarding and probation, confidentiality, exits, how legal changes impact contracts, and the role of enforcement agencies. I’ll weave in examples I’ve seen on the ground, shed light on written and oral agreements, and illustrate why it’s key to treat these documents as risk management tools, not just hiring paperwork.

Understanding the concept: what makes an employment contract?

In simple terms, an employment contract formalizes the relationship between an employer and a worker. It sets out the duties, rights, obligations, and rewards for both parties. While formats vary by country, industry and organization size, every such contract should include basic elements: compensation, role, hours, and applicable benefits. Many also address intellectual property, confidentiality, and termination.

At its heart, an employment contract is a two-way promise—an agreement where both employer and worker gain protection and clarity.

I’ve encountered three major types in practice:

Fixed-term (determined or prazo determinado): This ties employment to a specific date or the completion of a project. Common with temporary hires or seasonal jobs.
Open-ended (indefinite or prazo indeterminado): No set end date; the default form in most jurisdictions. This form is typically used for permanent hires.
At-will: Especially prevalent in the United States, this lets either party end the relationship without reason—subject, of course, to legal boundaries like anti-discrimination laws.

Despite differences, the core remains: an offer of work, acceptance of that offer, mutual commitment, and (often) the ability to terminate under agreed rules.

Differentiating contract types with practical examples

A Series B startup looking to hire a developer in Germany for a six-month app launch might rely on a temporary agreement. A larger tech group setting up an office in the UK would likely opt for a permanent arrangement. Meanwhile, a cybersecurity expert hired in California could be subject to at-will terms.

This points to a guiding principle I often share when working alongside EWS Limited clients: Choose the agreement that matches your actual business strategy and operational reality, not simply what’s familiar or ‘always been done’.

The essential elements: what must be included?

When reviewing agreements, I focus heavily on the fundamentals. For every jurisdiction, the minimums may differ, but certain fields are always critical:

Salary and payment terms: The amount (wage or salary), frequency (monthly, biweekly) and currency.
Job title and description: What is the worker hired to do? Tasks, expectations, hierarchy.
Working hours and location: Specify regular schedule, overtime terms, and possible remote or flexible options.
Benefits: From statutory (health, holidays, pensions) to extra perks (training allowances, meal vouchers).
Start date and, if relevant, end date: Especially important in fixed-term arrangements.

Beyond these, many contracts include or reference policies around:

Notice periods (how much warning is needed to end the agreement?)
Probation periods and review processes
Intellectual property and confidentiality
Codes of conduct and dispute procedures

From my experience, companies that skip even one of these can face costly disputes. For example, if benefits are promised informally but not listed, misunderstandings easily arise—especially in cross-border setups where local law might default to worker-friendly assumptions.

Clear, written terms are not just for legal teams; they’re for daily operations, talent retention, and peace of mind.

The legal obligations of employers

When drafting a legally sound job agreement, the employer must fulfill certain duties.

The document must not only list salary and job function, but also respect the minimum rights granted by law in the hiring country.

Take, for instance, minimum wage. In France or Germany, no contract can pay less than this value, no matter what is in writing. In many cases, overtime, health insurance, and vacation days are also legally mandated—even if left out of the text.

I always advise keeping current with recent regulatory shifts, since what was sufficient last year might now be outdated. EWS Limited, for example, regularly issues compliance updates for client reference. Some critical employer obligations include:

Ensuring non-discrimination (e.g. gender, age, disability)
Accurate record-keeping for authorities (such as wage slips, attendance, contracts)
Provision of statutory benefits (e.g., sickness, maternity, holidays, as per local law)
Adherence to collective bargaining agreements, where applicable
Respect for working time limits and mandated breaks

You may wish to consult this compliance checklist for international hiring for a more granular checklist when onboarding staff globally.

Employee rights and working conditions

A well-written agreement is more than a to-do list for bosses. It’s a worker’s safety net. From day one, staff should understand what they are entitled to. Here’s what I recommend all parties double-check:

Right to fair pay – including rules for raises, bonuses, or extra hours worked
Paid holidays and leave – the quantity and process for requesting time off should appear clearly
Rest periods and working hours – especially vital in international teams with variable time zones
Social protection – health insurance or pensions, when required by law
Disciplinary policies – including clear outlines of what could result in warnings, suspension, or dismissal

Many organizations now also specify procedures for formal complaints, especially around harassment. I’ve seen better retention and fewer legal headaches where these are treated with the same detail as overtime policies.

The probation period: why it matters

Many contracts today include a trial period—let’s say, the first three months. The point is to let both sides judge fit and performance. During this phase, the notice period for ending employment is usually much shorter (sometimes as little as 24 hours).

I’ve witnessed too many cases where probation language was fuzzy, leading to confusion or unfair dismissal claims.

Specify the probation period’s length, review criteria, and exit terms in writing.

For both employer and worker, this openness helps set fair expectations.

The confidentiality and non-compete context

Modern companies want to protect data, processes, and innovations. That’s why confidentiality clauses now appear in almost every contract I review, and non-compete restrictions remain popular—especially in technology, finance, and consulting.

Confidentiality: The employee is forbidden from sharing sensitive information and trade secrets, even after the job ends.
Non-compete: The worker may not join, or launch, a direct competitor for a period of months or years after leaving the company—within limits considered reasonable by courts.

When included, these clauses should detail what counts as confidential, how long the obligation lasts, and which types of competing work are off-limits.

If these points are vague, enforcement is difficult and trust erodes quickly.

How employment ends: termination, notice, and disputes

No employer or worker likes thinking about separation, but finishing well is as critical as starting well. The contract should spell out:

Reasons for termination: What can trigger legal dismissal (e.g. misconduct, poor performance, redundancy)?
Required notice periods: How much time should one party give before ending the agreement? This could be one week, one month, or more.
Exit procedures: Is there an exit interview? Equipment return? Reference letters?
Severance: In some countries or company policies, a payout is due on dismissal, especially after long service or layoffs.

If the worker resigns, the procedure and notice need similar care. Many legal battles stem from misunderstood or undocumented exit processes. I point out every time that having these sections in the contract is a form of insurance for both sides.

Dispute resolution: avoiding court when possible

A growing trend, especially internationally, is the use of mediation or arbitration. Contracts now often specify what happens if parties disagree—before turning to court. I’ve seen such clauses resolve misunderstandings faster, with much lower stress, especially if translated and explained to new hires at onboarding.

A contract without exit rules is a door without a handle—it closes, but no one knows how to open it.

Legal shifts and regulatory bodies: what’s changing?

A surprising number of companies running international operations still rely on old templates, unaware of new laws or agency priorities. In recent years, several shifts are worth mentioning:

Digital signatures are now valid for many international contracts, but only with the right authentication
Some countries are banning or strictly limiting non-compete clauses (such as many U.S. states as of 2024)
New equal pay laws require explicit salary scales in the job offer
Remote work arrangements need clear policies, especially around data privacy and home office stipends
Regulatory bodies are increasing surprise audit rates for multinational employers

Employers must keep current. One of the most practical ways I’ve helped companies cover gaps is with regular legal reviews—a process popular with organizations using EWS Limited support. The rise of cross-border hiring only amplifies these risks, as demonstrated in recent studies from the Institute for Work and Employment Research at MIT Sloan: over 10% of U.S. professionals now hold contract-based positions, and this expands yearly.

Enforcement rests with several players: labor boards, tax offices, and (in some sectors) dedicated ministries. In Germany, for example, works councils actively enforce worker protections, while in the UK, employment tribunals manage claims. In all cases, an up-to-date contract is your defense in any investigation or negotiation.

For further insight, EWS Limited has shared expertise around legal risks of worker misclassification internationally.

Temporary, written, and verbal agreements: nuances you must know

Not every agreement is lengthy or signed with fanfare. Especially for rapid project hires, seasonal staff, or ‘test’ work arrangements, companies sometimes rely on brief written summaries or even oral agreements. I describe these situations as “grey zone risk”—where much can go right, but much can go wrong.

Temporary contracts: Must state the specific project or period, otherwise they risk being seen as permanent under most legal systems.
Verbal agreements: While often valid in many jurisdictions, they are hard to prove in case of conflict. What one remembers might not match what the other intended. I always caution leaders: nothing beats a signed, dated document—email confirmations are better than a handshake.
Short-form written agreements: In some startup ecosystems, hiring starts with an offer letter followed by a full contract later. This phased approach is acceptable legally if transition and timing are clear.

The less formal your arrangement, the more risk you run of dispute—especially if the work involves money, trust, or sensitive information.

Where contracts are minimal or oral, courts often “fill gaps” with presumed worker rights: minimum wage, holidays, and safe work conditions. The company cannot contract out of these by omission.

Best practices: how to minimize risks in short-term hiring

Always put the basics in writing: job, pay, hours, duration
If verbal, follow up with email recaps or recorded calls (where legal)
For project work, define what “completion” looks like
Use templates adapted to each jurisdiction
Review terms with the help of local experts or trusted advisors like EWS Limited

Why strong contracts protect both employer and worker

The best stories I’ve witnessed are those where agreements built trust, rather than suspicion. Here are real outcomes from my experience:

Protection for employers: A company growing into Eastern Europe defined clear job descriptions and pay in their contracts. When a worker’s role was disputed, the contract’s wording saved months of legal conflict and thousands in costs.
Shield for workers: An IT analyst in Brazil received a clear contract specifying paid paternity leave. When the company changed hands, he had proof of entitlement, and was able to claim the benefit in full.
Prevention of disputes: A language school in Spain drafted standard contracts after losing a labor case on an oral promise. Since then, disputes have dropped sharply, and both staff and management report higher morale.
Clarity on confidentiality: A digital marketing consultant agreed to a confidentiality section that survived termination. When a local competitor solicited trade secrets, clear language proved critical in court—even when the case was heard years later.

A strong contract is your map and your parachute in today’s changing employment world.

International employment: adapting contracts beyond borders

I’ve lost count of how many calls I’ve had from global teams, confused about adapting U.S., British, or other templates for a new country. The reality is: every country’s law is different, and one-size-fits-all contracts rarely stand up to scrutiny.

For multinational organizations, the checklist grows: data privacy (GDPR in Europe), termination rules, local language translations, foreign currency clauses, and even cultural nuances around discipline. In some regions, courts may ignore sections of global templates that contradict public policy—such as non-compete rules or overtime.

For newcomers, the EWS Limited resource on EOR and PEO choices for first overseas hires offers further insight on how contract structures play out in practice.

Always review local law—never assume your “standard” template will work abroad
Use plain language and provide translated copies where required by law
List salary in local currency, with reference to foreign currency if necessary
Add local holiday and leave policies
Check if digital signatures are accepted locally

I recently guided an IT company through a merger in Europe. By adapting their documents and aligning benefits per jurisdiction, they avoided lawsuits in three countries and achieved a term renegotiation that both union and leadership viewed as fair.

Global expansion brings complexity, but also opportunity. For organizations committed to growth without compliance regrets, I always stress the value of tailored document frameworks—refreshed with every key legal change.

The future: flexible work, AI, compliance, and scaling

Technology and remote hiring have shifted the ground under our feet. Automation can instantly generate documents, but local compliance still needs human checking. Flexible and hybrid models are leading to more complex arrangements, including split contracts and multi-country roles.

Remote work clauses now address equipment, data security, and “right to disconnect” for mental health
AI tools support contract drafting, but always require expert review for legal accuracy
Scaling companies often implement standard templates, then adjust them for critical hires or new locations
Risk of misclassification between employees and independent contractors remains a top concern, as discussed in depth by the MIT Sloan Institute

When I work with fund-seekers, startup founders, or global HR directors, I return to the same message: partnership with reliable advisors saves time, money, and headaches.

You might find this EWS Limited guide on scalable international HR strategies useful for companies growing quickly.

Conclusion: employment contracts should empower, not restrict

Throughout my career, clear employment agreements have been the difference between trust and misunderstanding, progress and setbacks. In today’s world, with cross-border teams and rapid legal change, relying on templates without context is risky. Focus on transparency, fairness, and adaptability. With every contract, you have the tool to clarify roles, reward talent, protect secrets, and set the rules for both partnership and exit.

If you are looking for practical, localized support—whether for a single hire across the border or a full international build-out—I have seen how EWS Limited bridges legal rigor with business growth. Better contracts aren’t just policy—they are peace of mind for scaling teams, global entrepreneurs, and those driving innovation worldwide.

Start building employment contracts that protect your company, your vision, and your people. Let EWS Limited guide you in every country, with confidence.

Frequently asked questions

What is an employment contract?

An employment contract is a formal agreement between an employer and a worker that outlines the terms and conditions of employment, such as job duties, pay, benefits, and procedures for ending the relationship. These contracts can be written, oral, fixed-term, indefinite, or at-will, depending on local law and business needs. They safeguard both parties by setting clear expectations and responsibilities from day one.

How to create a valid job contract?

To create a valid agreement, include core terms: salary, job title, duties, work hours, benefits, and the start (and end) date if relevant. Clearly define notice periods, confidentiality, and termination rights. Ensure the contract complies with all local labor regulations—including statutory rights. It is wise to have the document reviewed by an HR or legal expert familiar with the relevant jurisdiction, as required information may vary worldwide.

Are written contracts required for all employees?

While many countries accept oral agreements, a written document is always safer and, in some places (such as the UK, France, Germany), is legally required for employees. Written contracts provide tangible proof of the parties’ agreement, making it simpler to resolve misunderstandings or to handle disputes. Some roles—like remote or fixed-term positions—might even require particular written clauses by law or company policy.

What should be included in employment agreements?

An agreement should always list compensation details, job role and description, working hours, place of work, start and end dates (where relevant), benefits, notice and probation periods, confidentiality, and (if applicable) non-compete clauses. Include any rules around bonuses, overtime, complaint procedures, and data protection. The more thorough your contract, the lower the risk of legal or practical confusion later.

How do employment contracts differ internationally?

Employment contracts differ significantly by region—affected by local laws on worker rights, minimum terms, language requirements, and enforceability of clauses like non-compete or probation. Where U.S. hiring may allow “at-will” exits, much of Europe requires just cause and detailed notice. Benefits, pay calculation, and even the need for translations can vary. It’s always best to adapt your approach for each country and consult with in-market experts to ensure full compliance.

For further heavy lifting, legal news, and direct solutions on your global HR challenges, you’re welcome to get to know more about how EWS Limited supports companies to grow, stay compliant, and focus on their next opportunity: discover EWS Limited’s global solutions.

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Hiring Skilled Labor For Green Hydrogen Facilities

23 September 2025

Digital Twin Technology Hiring Trends In Saudi Construction

23 September 2025

Employer Obligations In Public-Private Energy Initiatives

23 September 2025

Navigating Local Labor Laws For Solar Energy Teams

23 September 2025

Talent Acquisition In The Saudi Mining Sector

23 September 2025

Eor Solutions For Ai Engineers In Mega Projects

23 September 2025

Regulatory Challenges In Hiring For Giga Construction Projects

23 September 2025

Contractor Compliance In Smart City Developments

23 September 2025

Classification Of Engineering Consultants In Vision 2030 Projects

23 September 2025

How To Manage Workforce For Neom-Based Tech Projects

23 September 2025

Eor For Multinational Mining Firms Operating In Saudi Arabia

23 September 2025

Employer Of Record For Wind Energy Projects In The Gulf

23 September 2025

Relocation Logistics For International Clean Energy Experts

23 September 2025

Hiring Strategies For Large-Scale Construction Projects In Ksa

23 September 2025

How To Onboard Digital Infrastructure Experts In Saudi Arabia

23 September 2025

Payroll Setup For Renewable Energy Workers In Ksa

1 September 2025

Strategic Relocation To Riyadh Or Doha: A Guide for Global Employers

1 September 2025

Work Visa Processing In Qatar And Saudi Arabia

1 September 2025

Regulatory Onboarding Challenges In Gcc: A Guide for Global Employers

1 September 2025

Qatar Nationalization Policy And Foreign Firms

1 September 2025

Cost Of Setting Up A Business In Qatar: A Guide for Global Employers

1 September 2025

Hiring Trends In Tech Sector Saudi Arabia: A Guide for Global Employers

1 September 2025

Talent Acquisition Trends In Qatar 2025: A Guide for Global Employers

1 September 2025

Saudi Labor Court And Dispute Handling for Global Employers

1 September 2025

Cross-Border Payroll For Ksa And Qatar Teams

1 September 2025

End Of Service Benefits Saudi Arabia: A Guide for Global Employers

29 August 2025

Expansion Opportunities In Saudi Vision 2030: A Guide for Global Employers

29 August 2025

Gcc-Wide Hr Compliance Strategy: A Guide for Global Employers

29 August 2025

How To Manage Expat Benefits In Qatar for Global Employers

29 August 2025

Expanding Into New Markets: Vendor Risks You Should Flag

29 August 2025

A Guide to Cross-Border Equity Vesting for Tech Startups

29 August 2025

Employer Branding for Multinational Teams: What Works Now

29 August 2025

What Global C-Level Leaders Miss About Digital Nomad Visas

29 August 2025

Succession Planning for Distributed Teams: A Practical Guide

29 August 2025

10 Questions Cybersecurity Managers Should Ask Global Vendors

29 August 2025

Relocation Budgeting For Global Tech Firms

29 August 2025

Latam Hiring Strategy: What Global Companies Should Know

29 August 2025

Risk Of Permanent Establishment Explained

29 August 2025

Managing Intellectual Property In Remote Work

29 August 2025

Third-Country National Employment Rules: What Global Companies Should Know

29 August 2025

Building Local Culture In Remote Teams: What Global Companies Should Know

29 August 2025

Expat Onboarding Best Practices: What Global Companies Should Know

29 August 2025

Employer Of Record Services In Saudi Arabia: A Guide for Global Employers

29 August 2025

How To Hire Employees In Qatar Legally: A Guide for Global Employers

29 August 2025

Payroll Processing In Saudi Arabia: A Guide for Global Employers

29 August 2025

Qatar Labor Law Essentials For Foreign Companies for Global Employers

29 August 2025

Saudi Arabia Iqama Sponsorship Explained for Global Employers

29 August 2025

Corporate Tax Compliance In Qatar: A Guide for Global Employers

29 August 2025

Nitaqat Compliance For Foreign Employers for Global Employers

28 August 2025

Work Permit Renewal Automation: What Global Companies Should Know

28 August 2025

Hr Reporting Standards Across Regions: What Global Companies Should Know

28 August 2025

Benefits Benchmarking Globally for Global Companies

28 August 2025

How to Benchmark Compensation Across 100+ Countries in 2025

28 August 2025

Checklist: Preparing HRIS for Fast International Scalability

28 August 2025

Biometric Data in Global Payroll: Legal Boundaries Explained

28 August 2025

8 Regulatory Updates Impacting Global HR in 2025

7 August 2025

New York City FARE Act 2025: Impacts on Global Mobility, HR, and Talent Teams

7 August 2025

What are Hidden Costs of In-House Payroll?

7 August 2025

Why Companies are Thinking Differently About Relocation

7 August 2025

Is Your Global Mobility Program Outgrowing Spreadsheets?

7 August 2025

Understanding Termination Rules in Global Employment Contracts

7 August 2025

Overcoming Language and Cultural Barriers in Global Teams

7 August 2025

Labor Law Differences That Impact Your Global Hiring Strategy

7 August 2025

Why a Local Entity Isn’t Always the Best Route to International Growth

7 August 2025

How EWS Supports M&A with Cross-Border Workforce Transitions

7 August 2025

Remote Work Visas: A Growing Trend in Global Mobility

7 August 2025

How EWS Helps You Meet Country-Specific Hiring Requirements

7 August 2025

Hiring in Europe Post-Brexit: What You Need to Know

7 August 2025

Tips for Managing Multi-Time Zone Teams Successfully

7 August 2025

How to Stay Compliant with Local Benefits Requirements Abroad

7 August 2025

The Role of Payroll Automation in Global Workforce Efficiency

4 August 2025

How to Ensure Equity and Inclusion in a Distributed Workforce

4 August 2025

Relocation Packages: What Top Talent Expects in 2025

4 August 2025

The Cost of Non-Compliance in International Payroll in Saudi Arabia

4 August 2025

Banking and Payroll Challenges in Saudi Arabia Markets

4 August 2025

How to Transition from Contractors to Full-Time Employees In Saudi Arabia

30 July 2025

Integrating ESG in Talent Mobility RFPs: Key Trends and Insights

30 July 2025

How to Onboard Remote Employees in Different Countries

30 July 2025

The Legal Risks of Misclassifying Global Workers

30 July 2025

Why Scalability Should Drive Your Global HR Strategy

30 July 2025

Compliance Checklist for International Hiring in 2025

30 July 2025

Multi-Currency Payroll: Simplifying Global Payments with EWS

30 July 2025

Your First Hire in a New Country: Entity Setup vs. EOR

30 July 2025

Emotional Journeys of Global Relocation: Coach for Success

30 July 2025

How International Mobility Drives Growth: Key Insights and Stats

29 July 2025

Why Financial Pressure Drives Gen Z and Millennials to Side Jobs

28 July 2025

The Impact of AI on Global Mobility: Embracing Change Together

28 July 2025

Navigating Global Assignments: Insights and Key Challenges

28 July 2025

The Strategic Role of Global Mobility in Company Growth

22 July 2025

Company Formation Abroad: What You Need to Know Before You Expand

22 July 2025

Expanding Globally Without Opening a Local Entity: How EOR Services Unlock Scalable Growth

22 July 2025

How Payroll Outsourcing Frees Up Your HR Team to Focus on Strategy

22 July 2025

Why Startups Trust EWS to Scale Operations Across Borders

22 July 2025

PEO vs EOR in 2025: Which Is Right for Your First Overseas Hire?

22 July 2025

Avoiding Compliance Pitfalls When Hiring International Contractors

22 July 2025

The Benefits of a Single-Point-of-Contact Strategy in Global Workforce Management

22 July 2025

How EWS Streamlines Global Mobility for Tech Talent

3 August 2024

5 Tips for Improving Employee Engagement and Boosting Productivity

3 August 2024

Lithuania – Employer of Record

3 August 2024

Kosovo – Employer of Record

3 August 2024

Finland – Employer of Record

3 August 2024

Namibia – Employer of Record

1 March 2024

Nepal – Employer of Record

1 March 2024

Spain – Employer of Record

1 March 2024

Latvia – Employer of Record

1 March 2024

Ireland – Employer of Record

1 March 2024

Cyprus – Employer of Record

1 March 2024

Czech Republic – Employer of Record

14 January 2024

Italy – Employer of Record

5 January 2024

Indonesia – Employer of Record

2 January 2024

South Africa – Employer of Record

30 September 2023

Tunisia – Employer of Record

30 September 2023

Bosnia – Employer of Record

30 September 2023

Moldova – Employer of Record

30 September 2023

Five Tips For Improving Employee Engagement

20 August 2023

Netherlands – Employer of Record

20 August 2023

Germany – Employer of Record

20 August 2023

France – Employer of Record

28 July 2023

Portugal – Employer of Record

28 July 2023

Bulgaria – Employer of Record

28 July 2023

Austria – Employer of Record

3 June 2023

Hungary – Employer of Record

20 May 2023

Slovenia – Employer of Record

20 May 2023

INCLUSIVITY IN THE TEAM MAKES EVERYONE WIN

20 May 2023

Thailand – Employer of Record

20 May 2023

Sri Lanka – Employer of Record

30 April 2023

The Significance of an Employer of Record

5 March 2023

Greece – Employer of Record

5 March 2023

Mexico – Employer of Record

23 February 2023

4 Reasons to Outsource Your Payroll

15 February 2023

Five Recruitment Trends 2023

28 January 2023

Malaysia – Employer of Record

18 December 2022

Skill-Based Hiring and Benefits

28 November 2022

Malta – Employer of Record

28 November 2022

How To Practice Inclusive Recruitment

26 November 2022

Israel – Employer of Record

12 November 2022

Macedonia – Employer of Record

16 October 2022

Jordan – Employer of Record

16 October 2022

Macau – Employer of Record

25 September 2022

Peru – Employer of Record

18 September 2022

The Importance of Employer Branding

27 August 2022

Bahrain – Employer of Record

27 August 2022

South Korea – Employer of Record

19 August 2022

Recruiting during a recession

8 August 2022

Philippines – Employer of Record

24 July 2022

USA – Employer of Record

5 July 2022

Japan – Employer of Record

5 June 2022

How To Setup A Business in 2023

10 May 2022

Norway – Employer of Record

5 April 2022

Managing Overseas Projects In 2023

5 March 2022

Reason Of Expanding Your Workforce Globally

5 February 2022

Croatia – Employer of Record

5 January 2022

Colombia – Employer of Record

5 December 2021

5 Ways To Speed Up Your Hiring Process

5 November 2021

Egypt – Employer of Record

5 October 2021

3 Ways To Streamline An Interview Process

5 September 2021

Russia – Employer of Record

5 August 2021

Saudi Arabia – Employer of Record

5 July 2021

5 Crucial Considerations When Choosing A Payroll Provider

5 June 2021

Hong Kong – Employer of Record

5 May 2021

An Effective Hybrid Work Model

5 April 2021

How To Recruit And Maintain A Strong Team Whilst Working From Home

5 March 2021

Turkey – Employer of Record

5 February 2021

‘Nudge’ Your Employees to Improve Their Well-being and Productivity

5 January 2021

UAE – Employer of Record

5 December 2020

Pakistan – Employer of Record

5 November 2020

7 Things to Consider Before Accepting a Job

5 October 2020

Kazakhstan – Employer of Record

5 September 2020

3 Reasons to Encourage Employees to Generate Employer Brand Content

5 August 2020

Denmark – Employer of Record

5 July 2020

Sweden – Employer of Record

5 June 2020

Bangladesh – Employer of Record

5 May 2020

The Onboarding Process in the New ‘Virtual’ World: All You Need to Know

5 April 2020

Kuwait – Employer of Record

15 March 2020

How To Hire In The Age Of Hybrid Working

5 March 2020

Australia – Employer of Record

5 February 2020

Oman – Employer of Record

5 January 2020

Qatar – Employer of Record

5 December 2019

Ukraine – Employer of Record

5 November 2019

Diversity – A Vital Hiring Strategy

5 October 2019

Owning Every Moment of Your Hiring Experience

5 September 2019

Serbia – Employer of Record

5 August 2019

3 Important Things You Probably Haven’t Considered About Hiring A Diverse Team

5 July 2019

Maldives – Employer of Record

5 June 2019

India – Employer of Record

5 May 2019

Argentina – Employer of Record

5 April 2019

Recruiters Need to Invest in Marketing Automation! Here’s Why

5 March 2019

Uzbekistan – Employer of Record

5 February 2019

Belarus – Employer of Record

5 January 2019

Brazil – Employer of Record

5 December 2018

Chile – Employer of Record

5 November 2018

Armenia – Employer of Record

15 October 2018

3 Steps To Company Formation In The UK & Abroad

5 October 2018

Romania – Employer of Record

5 September 2018

Canada – Employer of Record

5 August 2018

Morocco – Employer of Record