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When looking at which country to expand into, there are some key things to consider. Economic stability, a talented workforce, and a business-friendly environment are just a few. The UK provides businesses with all this and more. In the 2018/2019 tax year, 672,890 start-ups were founded in the UK.

The business landscape is shifting rapidly. The pandemic has drastically increased the need for certain sectors, whilst reduced the dominance of others. 2020 saw huge change as, the majority of businesses had to take drastic measures to adapt to the new environment. While some of these measures are temporary, many looks set to be implemented permanently. Going into 2021, whilst entertainment, leisure and services industries are suffering greatly, industries like energy and many digital technologies in areas like cybersecurity and health care, have been in increasing demand.

The uptake, time allocated, and benefits offered, vary greatly amongst countries in Europe when it comes to paternity leave. To help enhance gender equality and reduce barriers to parenthood, the EU has announced that all member states must offer a minimum of 10 days of paid paternity leave by 2021. For some countries, this is a significant stretch on the previous lack of laws regarding their paternity leave. But for others, this and more has been the norm for several years. It’s important for HR leaders to be aware of the changing laws surrounding paternity leave. Especially during a time when the EU is pushing for improvements to be made.

2021 has seen several US employment law changes. From helping to deal with the impact of the pandemic, to changes relating to leave, maternity care, and contractor status. In the US, many states have altered employee policy to help improve the lives of the workforce and businesses. Some of these steps are temporary for the pandemic, and others look here to stay.

When hiring globally, there is lots to keep track of. From employment laws and regulations to taxes and payroll. Managing a global team comes with substantial HR admin. But one thing that always needs to be kept on top of is changes to the minimum wage. We’ve explored five different countries that have made minimum wage changes in 2021.

As we're back in a lockdown, this means for the majority, it's back working remote. When done right, remote working can increase employee flexibility, free-time and encourage a productive way of working. However, if employee wellbeing isn’t being monitored and communication between teams is lacking, employee burnout can occur.

For many, the transition into 2021 feels much the same as 2020. With little changing regarding how we can shop, what we can do and who we can see, it seemed as much a change in year as it did a day of the week However, as we have entered 2021 there are some things businesses and HR professionals need to be aware of which will present new challenges and impact the legal landscape. Some important changes that will come into place this year, affecting businesses and employees include:

2020 has accelerated the growth of many technologies. From enabling us to work remotely, to allowing a virtual diagnosis, the pandemic has been a key factor in the exponential growth of some technologies. This year has been a big year for the digitisation of many sectors. As events have been postponed, virtual equivalents have taken their place. And, as we are becoming increasingly reliant on technology, the need for tighter security is more important than ever.

Covid-19 has completely changed the business landscape. For many companies, their office has gone from being a busy, collaborative environment to an almost (or completely) empty space. For some businesses, this change will be permanent.

Since the referendum in 2016, Brexit has been high on the list of conversation topics. Then along came the pandemic. And it seemed for a short while, all things Brexit-related were replaced by all things Covid-19. But, as we approach December 31st, which marks the end of the Brexit transition period, it is once again on the radar of people and businesses across the country.

When businesses are ready to expand internationally, Europe remains a top priority for many. From the stable economies, to a wide talent pool and a mature and consistent legal system. Europe offers businesses an array of benefits when it comes to expanding overseas. The freedom of movement the EU brings, means when you’re advertising for employees, you can do so across the continent. So, your business will never be short of a variety of skills that each country has to offer. In addition to the large and prosperous population, some of the highest-rated colleges and universities, such as the University of Oxford, are in Europe.

Unless you have ever used a PEO (Professional Employer Organisation) or an EOR (Employer of Record), it’s unlikely you would be familiar with these terms. Often, they are used interchangeably, to describe a service that helps companies to expand both locally and globally. But, for HR leaders, it’s important to be aware of the difference between the two. There are several differences between the services offered, which can impact your risk management strategy and business operation. When deciding which is best, it’s vital to be aware of the components of each, so you can make the best decision to help achieve your business goals.