As the saying goes: You have to go local to go global.

It all comes down “local reach.” A Global PEO is the employer of record for your international workforce, employees which you manage to execute your business needs.

But be careful, there are still limitations when it comes to terminating international workers. Terminating employees who work in countries outside of the United States can pose challenges.

So, you’ve made the decision to partner with a Global PEO to help manage your international workforce. That’s an important first step.

A Global PEO can act as a critical part of your HR administration, but partner with the wrong one and you’ll wish you’d asked them a few of these questions up front.

…And how it can work for you, or any business going for global expansion. The Global Professional Employer Organization (PEO) model is fairly new.

“At-will employment” is uniquely American. If your company employs people internationally, terminating those employment relationships comes with a range of challenges.

In-house counsel has to deal with a lot when it comes to a company’s global ambitions. Don’t try to wing it, keep this tip in mind instead.

Hiring internationally comes with a variety of legal, compliance, and benefit-based hurdles that drastically differ from what in-house counsel see in the U.S.

Through the act, employees can request info about average pay of comparable employees of opposite gender and employers have three months to respond.

Topic for discussion include implementation, timelines, entity management and compliance, complexities around payroll, and employee retention strategies.

The update includes a new probationary period length for new employees, and a new rule regarding termination.