Managing the employment contract process during your international expansion is complex, but you need to have a firm grasp on the subject to avoid compliance traps. Each country has its set of rules and regulations that you need to be managed by a specific employee or an outside consultant.
“At-Will” Employment Doesn’t Exist
In the United States, employers and employees have the leisure of firing and quitting when they choose, respectively. This lax attitude doesn’t exist in foreign countries. Essentially, there is no “at-will” employment, and there are very strict termination requirements that include time and severance pay. These requirements vary in each country.
International Termination Variations are Strict
If you have an employee on your team that isn’t working out, you need to think twice before pulling the plug on their contract. These termination variations vary by each country in regards to length of time required for notice, severance pay and grounds for firing.
