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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.

The pandemic has forced many businesses to change the way they work. From the location of their employees, to the rules and regulations they’re required to follow. Priorities have had to be reassessed in order to adapt to the ‘new normal’ and for businesses to remain compliant. With a changing business environment, tough economic conditions, evolving risks and cost pressures, the reliance and pressure on the compliance team is incredibly high.

International business expansion is a daunting process. There can seem like a never-ending number of things to consider. Whether you’re planning on going into a single country, or multiple, it’s important you’re ready to take the leap.​

International business expansion is a daunting process. There can seem like a never-ending number of things to consider. Whether you’re planning on going into a single country, or multiple, it’s important you’re ready to take the leap.​

With technology connecting pretty much the entire world, sourcing the right talent doesn’t have to be done locally. But successful global talent acquisition takes planning, substantial market knowledge and the ability to position the opportunities correctly. ​

Expanding your business internationally is a complex task. Firstly, there’s ensuring you’re doing this at the right time. Then, it’s making sure you have the provisions in place to set up your legal entity. The commitment that comes with setting up a legal entity requires a great deal of forward planning. Therefore, a route many choose is using an Employer of Record (EOR).​

It’s a well-known fact that the best benefits attract the best talent. Employee satisfaction is essential to a company’s success and positive work culture. Therefore, international employee benefits are vital to attract and retain the best employees.​

Thanks to COVID-19, business as usual has done a complete 180. Technologies practiced in work expected to be commonplace a few years down the line are now a part of our every-day working lives. So, what does this mean for hiring globally during COVID-19?​