Key takeaways Choose the right operating model: Your employment arrangements, legal entities, and workforce needs determine whether employer of record (EOR), global payroll, local payroll, or contractor engagement is the best fit. Account for U.K.-specific requirements: Consider applicable payroll...

Key takeaways Review working practices: Reassess status when control, business integration, financial independence, or continuity changes during an engagement. Apply the relevant law: Seek a local assessment for the countries and working arrangements involved. Match the response to reality: Preserv...

Key takeaways Budget the total, not the fee: Add gross compensation, employer taxes, statutory benefits, the EOR service fee and any extras to get the monthly cost of each hire. Compare equivalent plans: Keep the hiring plan and service scope consistent when evaluating flat and percentage-based fee...

Fast international hiring without a local entity: Compare your options Key takeaways Start with employment fit: Consider an employer of record first when you need employment without a new local entity, provided the arrangement fits the candidate’s country and role. Confirm readiness before setting...

Key takeaways Pressure testing over experimental adoption: Companies in 2026 are shifting from pilot-everything strategies to rigorous evaluation, demanding proven ROI before committing budgets. Accuracy is the new competitive advantage: While AI speeds up workflows, human oversight is critical to...

Boston Dynamics builds advanced robots, including Spot, the agile, four-legged mobile robot deployed for global industrial inspections, and Stretch, designed for warehouse case-handling. These machines existed only in research labs until recently. In 2019, the company made the shift from R&D organiz...

Key takeaways Access specialized talent anywhere. Moving beyond local borders allows companies to find the best skills for every role. This strategy eliminates geographical limits and fills critical talent gaps quickly. Diversify and protect revenue. Expanding into new markets reduces dependency on...

Key takeaways EU pay transparency is no longer a voluntary initiative, but a legal mandate with serious financial penalties for non-compliance. Employers are now responsible for meeting regulations across the employee lifecycle, including periodic reporting, to ensure there are no gender-based pay...

An employer of record (EOR) does more than stay up to date on local employment laws. It must turn those laws into the right action throughout the employment lifecycle — from drafting contracts to onboarding, payroll, benefits, leave, and termination. That’s the purpose of G-P’s Global Compliance Eng...

AI is now built into almost every software and system. But adding a conversational interface doesn’t automatically make it agentic. An agentic AI Global Employment Platform connects information to defined workflows, supports permitted actions, and surfaces situations that require additional review....

How the G-P MCP Server brings global workforce data into your favorite AI tools I’ve spent a lot of time watching HR and finance teams get buried under reconciliation fatigue. It’s the silent productivity killer — manually syncing data because our tools don’t talk to each other. Manual headcount rep...

Key Takeaways Bridge local skill gaps globally: With 84% of executives struggling to find specialized talent locally, expanding your strategy to borderless hiring helps you fill key roles and lower employment costs. Reduce economic risk and ease burnout: Global workforces give greater business stab...

At G-P, we’re constantly looking for innovative ways to shape the future of global employment. Expanding a business relies on speed, but sustainable growth requires compliance and trust. The same rules apply to how we build our platform. Last quarter, we launched an AI transformation sprint. The goa...

I’ve been working with teams in Peru remotely for decades, and G-P has proudly operated our own local entity there since 2017. Yet, until recently, I had never actually set foot in the country. When I finally packed my bags for a mix of business and personal travel, I thought I knew what to expect....

Key takeaways Large companies face a tax squeeze: The capital gains overhaul targeting business owners in Australia’s 2026/27 federal budget means you’ve to rethink how to build and scale your talent pool. Local equity is losing its competitive edge: Replacing the 50% capital gains tax discount wit...

Speed isn't a choice anymore. Investors want new markets. Customers want new products. And the window for first-mover advantage closes quickly. But when compliance still runs on manual processes, it becomes a liability. Most companies aren't cutting corners on purpose. They're moving with urgency, m...

Key takeawaysWorking reality dictates tax status: Under IR35, a professional’s day-to-day working arrangement determines their tax liability, regardless of what their job title or contract says.Employers carry the legal burden: Medium and large businesses must actively assess contractor status or fa...

Key takeaways: Reversal of the burden of proof: Under the new EU pay transparency directive, the legal burden of proof in pay discrimination cases moves to the employer.  Mandatory joint pay assessments: Any gender pay gap exceeding 5% now requires a formal joint assessment with the works council (...

Key takeaways:What’s portage salarial?: Portage salarial in France is a legal employment model that creates a three-party relationship. It protects you from the risk of disguised employment.Quick market entry: Portage salarial allows you to work with talent in France without setting up a local entit...

Key takeaways:The compliance reality: The EU AI act and pay transparency laws add a new layer of complexity to global expansion in 2026. Outsourcing minimizes the risk of costly internal mistakes so you can grow with confidence.Strategic reallocation of resources: When you offload the heavy lifting...