Hiring the right talent across countries isn’t as simple as posting a job and setting up payroll. If only. For global HR teams and C-level leaders, local hiring rules, varied agreements, taxes, and documentation can seem like a maze—one that changes often, and quickly.
That’s where EWS steps in. With a focus on enterprise and workforce solutions built for international growth, EWS offers clarity and support while you build a workforce across jurisdictions. This article shares how EWS makes local compliance feel less daunting—using real examples in Brazil, India, and Germany to put it all into perspective.
Growth stops where compliance mistakes begin.
Let’s find the way forward, together.
You might think it’s fine to onboard talent the way you do at home. But each country has unique laws for employers and employees—contract formats, minimum wage, benefit packages, holidays, taxes, and even subtle DEI rules, all shifting as governments adjust their labor policies. Sometimes the difference is minor; other times, a small mistake can cost a fortune in fines or time wasted.
Compliance isn’t just a box to tick. It’s about these things:
A 2023 study reveals that 63% of HR decision-makers find tracking changing rules across borders a real headache. Global expansion shouldn’t be stalled by red tape—but it is, for many.
This is exactly the challenge that EWS was built to solve.
Take one simple example: Brazil. If you try to hire a remote developer from São Paulo using your standard UK contract, the differences become immediately clear. Probation periods, vacation time, the thirteenth salary, labor union rules, and dismissal processes all look different in Brazil.
Missing any one point can lead to disputes, unintentional tax issues, or problems with local labor authorities. The Brazilian Ministry of Labor has strict practices around severance, for example: payments must be calculated differently than in Europe. It’s not uncommon for firms to miss a detail and face retroactive penalties.
Globally, worker misclassification remains one of the costliest risks. Misclassify a contractor as an employee (or the reverse), and the penalties may be shocking. Misclassification leads to fines, back taxes, and legal disputes—this isn’t theoretical, it happens every month to ambitious teams.
Missing one clause in a local contract can unravel months of hard work.
At EWS, every client relationship starts with understanding your current approach and your next step. Whether you’re a Series B SaaS company planning to hire your first developer in India, or an established IT leader expanding to Germany, the process begins with tailored questions:
The answers shape a project roadmap. Then, EWS lines up the right solutions—EOR services, payroll outsourcing, global mobility support, or company formation—for your situation.
Understanding what “compliance” looks like in practiceCompliance is a loaded word. Operationally, it’s about aligning your HR and payroll actions to actual on-the-ground law. This includes five broad factors:
Some of these are obvious; others hide in the detail. For a quick recap of what’s needed, EWS has published a compliance checklist for international hiring that is updated regularly.
A fast-growing IT vendor wants to hire a technical support specialist in Rio de Janeiro. Their legal team knows about general labor law, but not the nuances of Brazilian hiring—specifically, how to create a compliant offer letter and handle the country’s unique “férias” (vacations) and FGTS (severance fund) obligations.
EWS works side by side with local advisors in Brazil to review the current legal framework, and then builds the contract directly in Portuguese, detailing:
Payroll outsourcing immediately flags when minimum wage adjustments change city by city—a specific challenge for technology hubs like São Paulo, where wages tend to be higher and compliance is stricter.
India: contrasting compliance at every levelIndia remains a tech talent powerhouse, but it can be a legal maze for international hiring. Labor laws are interpreted both nationally and at the state level. A Chennai employer faces different wage, maternity, and ESI (Employee State Insurance) obligations than one in Bangalore or Mumbai.
A recent survey found 44% of employers struggle to keep up with different immigration frameworks alone—not to mention tax and employment issues.
With EWS, first comes mapping which labor codes apply for your city and industry. For a startup hiring in Hyderabad:
EWS acts as Employer of Record so the employee is fully registered with the relevant Indian authorities, removing uncertainty and stress for the parent company.
Germany: layers of protection for every workerHiring in Germany is very structured. The Works Constitution Act, mandatory social contributions, strict termination clauses, and regional wage rules all play a part. If you think all of the EU operates by the same HR standards, you’ll quickly be proven wrong in Germany.
For example, permanent staff expect a detailed employment contract including specific notice periods (often four weeks to the end or middle of a calendar month), sick pay up to six weeks, and pension insurance. German law protects against ‘unfair dismissal’—so documentation on performance is always needed before terminating.
EWS builds a compliant employment package by working with German legal experts:
The result: smooth onboarding, trust with candidates, and no risk of non-compliance.
Payroll across borders: challenges and the EWS solutionOne of the toughest parts of cross-border hiring is making sure everyone gets paid the right amount, at the right time, while handling taxes, benefits, and deductions by the book. The risk of error is not minor—a missed social contribution can get you flagged for audit in Germany or France. Forget required documentation in Brazil and you might be issued a penalty.
EWS approaches payroll outsourcing as more than just “cutting paychecks.” It’s a living system that:
Expanding from your home country? Don’t miss EWS’s advice on building a scalable HR strategy for international operations.
Misclassifying a worker sounds like a small mistake, but it can turn into fines, lawsuits, or even losing the right to operate in a region. For a US-based company hiring developers remotely in Germany, India, and Brazil, each country holds different standards for who can be a contractor and who must be an employee.
Legally, this is never just about the relationship described in a contract. Labor inspectors look at the actual working conditions: does the “contractor” have fixed hours? Are they using your tools? Are they subject to set processes, or completely independent? EWS helps cut through the uncertainty, offering airtight compliance, as described in more detail in our educational overview on legal risks of misclassification in international hiring.
Recent reports highlight that 77% of businesses face international labor law problems, and 57% have tried to manage with their own legal entity, sometimes unsuccessfully. The challenge, for many, is not having up-to-date info.
Every compliant contract is a shield against unpredictable risk.
What are Hidden Costs of In-House Payroll?
Why Companies are Thinking Differently About Relocation
Is Your Global Mobility Program Outgrowing Spreadsheets?
Remote Work Visas: A Growing Trend in Global Mobility
Hiring in Europe Post-Brexit: What You Need to Know
Tips for Managing Multi-Time Zone Teams Successfully
Relocation Packages: What Top Talent Expects in 2025
Banking and Payroll Challenges in Saudi Arabia Markets
The Legal Risks of Misclassifying Global Workers
Why Scalability Should Drive Your Global HR Strategy
How EWS Streamlines Global Mobility for Tech Talent
Lithuania – Employer of Record
Kosovo – Employer of Record
Finland – Employer of Record
Namibia – Employer of Record
Nepal – Employer of Record
Spain – Employer of Record
Latvia – Employer of Record
Ireland – Employer of Record
Cyprus – Employer of Record
Czech Republic – Employer of Record
Italy – Employer of Record
Indonesia – Employer of Record
South Africa – Employer of Record
Tunisia – Employer of Record
Bosnia – Employer of Record
Moldova – Employer of Record
Five Tips For Improving Employee Engagement
Netherlands – Employer of Record
Germany – Employer of Record
France – Employer of Record
Portugal – Employer of Record
Bulgaria – Employer of Record
Austria – Employer of Record
Hungary – Employer of Record
Slovenia – Employer of Record
INCLUSIVITY IN THE TEAM MAKES EVERYONE WIN
Thailand – Employer of Record
Sri Lanka – Employer of Record
The Significance of an Employer of Record
Greece – Employer of Record
Mexico – Employer of Record
4 Reasons to Outsource Your Payroll
Five Recruitment Trends 2023
Malaysia – Employer of Record
Skill-Based Hiring and Benefits
Malta – Employer of Record
How To Practice Inclusive Recruitment
Israel – Employer of Record
Macedonia – Employer of Record
Jordan – Employer of Record
Macau – Employer of Record
Peru – Employer of Record
The Importance of Employer Branding
Bahrain – Employer of Record
South Korea – Employer of Record
Recruiting during a recession
Philippines – Employer of Record
USA – Employer of Record
Japan – Employer of Record
How To Setup A Business in 2023
Norway – Employer of Record
Managing Overseas Projects In 2023
Reason Of Expanding Your Workforce Globally
Croatia – Employer of Record
Colombia – Employer of Record
5 Ways To Speed Up Your Hiring Process
Egypt – Employer of Record
3 Ways To Streamline An Interview Process
Russia – Employer of Record
Saudi Arabia – Employer of Record
Hong Kong – Employer of Record
An Effective Hybrid Work Model
Turkey – Employer of Record
UAE – Employer of Record
Pakistan – Employer of Record
7 Things to Consider Before Accepting a Job
Kazakhstan – Employer of Record
3 Reasons to Encourage Employees to Generate Employer Brand Content
Denmark – Employer of Record
Sweden – Employer of Record
Bangladesh – Employer of Record
Kuwait – Employer of Record
How To Hire In The Age Of Hybrid Working
Australia – Employer of Record
Oman – Employer of Record
Qatar – Employer of Record
Ukraine – Employer of Record
Diversity – A Vital Hiring Strategy
Owning Every Moment of Your Hiring Experience
Serbia – Employer of Record
Maldives – Employer of Record
India – Employer of Record
Argentina – Employer of Record
Uzbekistan – Employer of Record
Belarus – Employer of Record
Brazil – Employer of Record
Chile – Employer of Record
Armenia – Employer of Record
3 Steps To Company Formation In The UK & Abroad
Romania – Employer of Record
Canada – Employer of Record
Morocco – Employer of Record