Countries all over the world are embracing the economic employer concept and abandoning the traditional model for granting income-tax exemptions to temporary foreign workers. We explain the economic employer concept and tell you how to protect your organization when sending expats on short-term assignments.
The European Court of Justice ruled that a German labor regulation allowing the automatic expiration of vacation days is inconsistent with EU law. The decision has far-reaching effects for employers operating in any EU country.
Germany’s first GDPR fine underscores the willingness of authorities to enforce the law, but its relatively low amount may also indicate leniency for companies that take swift corrective action.
One of our site's most frequently visited pages is an overview of managing employee travel expenses in Germany. This post is a follow-up that addresses the reimbursement of meals in Germany, a common area of concern.
In the second part of this two-part post, Rory Shedden talks about his expat experiences in Boston and asks about the ramifications of short-term expat assignments. His colleague Katie Davies provides more expert commentary and recommendations.
Rory Shedden, director of solution development at Radius, talks about his experiences as an expat in Munich and Boston. His colleague and global mobility expert Katie Davies provides commentary and recommendations for the benefit of expats and their employers.
In his final trip abroad as president, Barack Obama urged global citizens and leaders to uphold democratic ideals. He and German chancellor Angela Merkel also trumpeted the potential benefits of the proposed TTIP, and in a joint article they concluded that "the future is upon us, and we will never return to a pre-globalization economy.”
A recent study found 12 million refugees are living in just 10 of the world’s 193 countries. Those 10 countries have a combined GDP of less than 2.5% of the world’s total, creating a highly unstable situation. We look at why the burden of hosting refugees is unequally distributed, and we explore the real economic effects of hosting refugees.
This week's Global Glance describes the G20 in a nutshell and explores the G20's recent discussions about Brexit.
After years of negotiation, the Trans-Pacific Partnership (TPP), a massive new trade agreement, was signed in February this year by 12 nations. If it is ratified — a big “if” — it will bring important economic benefits to member nations, which include the US, Japan, Malaysia, Vietnam, Singapore, Brunei, Australia, New Zealand, Canada, Mexico, Chile and Peru — but not China. At first glance, it may seem surprising that the world’s second-largest economy isn’t participating. But if you take a deeper look at the pact and its requirements, the reasons become clear. They also shed light on China’s ambitions and the other initiatives it is pursuing to support them, even as the future of the TPP itself becomes increasingly cloudy.
This week's Global Glance looks at new allegations that VW employees “at the highest levels” were involved in the defeat-device deception; and what you should know about the unrest in Kashmir.
Recruiting, developing and retaining talent are fundamental to the success of any business. And in today’s global economy, where businesses often find they must expand globally to compete, you may have to attract and hire talent in an unfamiliar country. As global HR veterans know, recruiting employees abroad is even more challenging than recruiting at home, largely because related laws and customs vary considerably by country. Before you recruit local nationals (i.e., citizens of the host country) you will need to devise a recruiting strategy that accounts for the laws, culture and market practices of your target countries. This post focuses on some important areas you should consider when developing such a strategy, both to stay on the right side of local laws and to attract top talent.