Writing in 1962, the Canadian philosopher and media theorist Marshall McLuhan, coined the phrase the ‘global village’ to describe his vision of an interconnected world where technology, travel and communications would make the world a smaller place and one where people could migrate, locate and co-exist almost anywhere irrespective of distance. Fast forward over sixty years and McLuhan’s predictions have been realised perhaps even more than he could have imagined; globalisation, digitalisation and the all-powerful mass media have served to shrink the planet in terms of where people live, work and forge their careers in every sector be they industrial, manufacturing or service based.
These macro-trends have been intensified by a skills revolution whereby companies scour the globe for the best talent and hard-working individuals to help run their businesses. No area of commerce or trade has been unaffected by the shifts in employment patterns that are now increasingly commonplace, and the absolute bedrock of most economies; a myriad of examples spring to mind, not least the impact of Brexit on the agricultural and logistics industries in the UK, or the clamour for healthcare professionals in virtually every country, and the relentless demand for construction workers in the GCC (Gulf Cooperation Council) across the Middle East.
Navigating International Employment Guidelines
Against this ever-expanding backdrop of transient working practices is a labyrinth of employment, labour, taxation and culture rules and regulations that are often specific to one particular country. Both employers and employees (be they full-time or freelance) need to be acutely aware that hiring and working in one country can be very different to working in another, and that all legislative guidelines must be followed to avoid penalties, fines, imprisonment or even deportation, let alone the reputational damage of not following due process to the letter.
It should also be noted that employing foreign nationals is a highly politicised subject in many territories and the guidelines are often subject to rapid change which can have significant impact on the hiring strategies of globally focussed businesses. Given the complexity of these considerations, it is little wonder that companies can often be confused by the contrasting stances adopted by different countries and struggle to manage their international workforce in full accord with all the differing rules and regulations that apply from country to country.
The EOR Philosophy
A desire to provide a full-service employment solution for companies the world over is the defining inspiration for the formation of EOR International and on which embraces all of the factors touched upon in this blog post. We recognise the vital role played by foreign nationals and how their work has a significant bearing on the economies of virtually every country across the world and aspire to ensuring our clients benefit commercially from employing a diverse and international global workforce.
EOR International works in partnership with our clients to help them adhere to all facets of employment law in countries and regions that are critical to their businesses. We pride ourselves on being a personable and hands on team of experienced professionals who aspire to building long-term relationships with our clients and adding genuine value to their proposition. We welcome enquiries from any businesses that share our vision to service ambitious companies who recognise the importance of employing an international workforce in a compliant and legal manner.
