Navigating international labour laws as a tech HR professional: A personal journey

In today’s interconnected world Tech companies are expanding faster than ever, reaching markets once considered out of reach. Alongside this growth comes a unique challenge for HR professionals: hiring and managing talent globally while navigating an often baffling world of international labour laws. My journey into this space has been equal parts challenge and transformation, shaping how I approach HR in a global context.

The first steps: Understand the Basics:
Before you even begin hiring abroad or expanding into a new region, one thing becomes clear: every country has its own unique set of labour laws, and they’re rarely straightforward. From tax obligations and pension schemes to employee rights and termination protocols, each jurisdiction brings its own complexities. As the business focuses on dealing with the complexities of getting licenses to operate in new locations, you as the HR professional—custodians of people and processes need to guide your organisation through the complexities of global hiring and talent management.

When I first delved into this space, I felt overwhelmed. There was so much information to understand and digest. In some countries, the minimum statutory requirements were crystal clear, and in other countries basic information was buried under layers of legal jargon and I had to untangle it all to ensure compliance.

Leverage Local Expertise:
One of the first lessons I learned was that trying to figure it all out on my own was not an option, setting up entities in multiple countries wasn’t an option either, I needed help. Labour laws can be nuanced, and even a small oversight could lead to significant legal or financial implications, so I spearheaded the partnership with an Employer-of-Record (EOR) service to enable us to hire wherever we wanted without having to set up our own legal entities. This partnership gave us the agility to hire globally without falling foul of local laws.

A critical piece of advice: ensure to partner with an EOR or local representative that has direct entities in as many countries as possible. Some EOR providers claim they operate directly in certain regions but instead rely on third-party partners. This “partner of a partner” arrangement can severely affect the employee experience. I experienced firsthand how employees resist being hired through an EOR—and that resistance is amplified when they learn they’re being “handed off” to yet another third party. Ensuring a seamless experience for your employees is paramount.

Do not minimize the employee experience

When we engaged an EOR partner, we already had employees in three countries where we didn’t have an entity. Transitioning them made me realize that employee experience is just as crucial as compliance. When transitioning employees to an EOR, you’re likely to encounter significant pushback—I certainly had my fair share of pushback. Employees will have concerns about their employment status, benefits, or the overall implications of working through an EOR. I held countless meetings and town halls to address these concerns and provide reassurance.

I ensured the EOR partner engaged directly with employees early in the process. Allowing employees to meet and interact with their future points of contact built confidence and alleviated fears about being “handed off.” The key is transparency. Employees need to feel they’re still valued by their employer, even when some aspects of their employment are managed externally.

Adapting to constant change

Another critical aspect of navigating international labour laws is staying adaptable. Labour regulations are constantly evolving, and keeping up with these changes requires diligence. Also always keep your employees in the loop. I have started organizing regular town halls with my employees and the EOR partner to get their feedback or concerns about any of the processes the EOR partner manages, this reinforces to my employees our commitment to ensuring a better employee experience for them.

Key takeaways for HR Professionals

Do your homework: Before expanding into a new region or hiring abroad, invest time in understanding the country’s labour laws or partner with someone who can help you navigate the landscape seamlessly. This foundational knowledge will guide your decision-making
*Focus on the employee experience : Compliance isn’t just about avoiding fines—it’s about creating a workplace where employees feel valued and supported.

Stay informed: Labour laws change frequently. Regularly review updates and adapt your policies accordingly.

Final thoughts:
Navigating international labour laws has been one of the most challenging yet fulfilling aspects of my HR career. It’s taught me the importance of adaptability, collaboration, and a people-first approach. By embracing these challenges, HR professionals have the opportunity to not only support their companies’ global growth but also create meaningful, positive experiences for employees around the world.
If you’re an HR professional stepping into the world of international labour laws, remember this: It’s a learning curve, but with the right resources and mindset, you can turn it into a rewarding journey.