As each week passes, new challenges arise for companies with global operations. Different employment laws, payroll and furlough schemes, and reopening strategies in each country make it more difficult to ensure payroll compliance with evolving regulations. How can you keep the company operational in each country while ensuring you’re keeping up with payroll and employment requirements?

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The UK government implemented the Coronavirus Job Retention Scheme last year to help businesses pay employees who had to reduce working hours or were laid off as a result of the shutdown. This furlough scheme has provided months of relief for workers and their employers during this ongoing crisis. But during the last year, there have been many changes in the percentage of government subsidizes – ranging from 60-80%, and these changes have been implemented with little notice.

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Managing payroll is not easy – add in a few countries, and payroll gets even more complicated. So many moving parts, time zones, languages, and systems. It’s a juggling act on a good day, but when something goes wrong, it can take months to unravel. If you’re managing global payroll, you know how difficult it can be when a problem comes up. So how can you fix a broken global payroll process?

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Payroll in every country is challenging, but when you are managing payroll across multiple countries, the complexity grows exponentially. Unique in-country payroll regulations, money movement to settle payroll in multiple currencies – the list goes on. Getting ahead of regulation changes and payroll requirements is the key to ensuring compliance, but that is easier said than done in most cases. How can you keep up?

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Australia has a GDP of more than 1 trillion US dollars, along with a sizeable middle and upper-middle-class citizenship. The country also has a thriving service sector forming 68 percent of its GDP.

Australia’s open economy has enabled it to become a major player in the global market. It was able to grow by 3.1% in the December quarter, despite the worldwide setback from COVID-19. If you are considering expanding your business operations to the country, here are some common regulatory issues that you need to know about:

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Companies often find processing payroll across multiple countries can be challenging and complicated by unique regulations, different processes in each country, and lack of data. One of my new clients was managing employees in 7 countries and was struggling with their payroll provider.

My client’s payroll provider was missing bank deadlines, which resulted in employees across all countries not getting paid for a month. There were several different wire transfers needed each month to pay employees across 7 countries, and service was a major concern. To complicate matters, there was no global reporting or integration with the company HRIS system, so my client could not view payroll in real-time or determine what issues were arising in the payroll process. The company was growing rapidly, and they had no support to set up business entities, bank accounts, and employment contracts. They also needed help with leaver requirements and received very little support from the payroll provider.

When I showed the team the Blue Marble payroll platform, WebGlobe, the team loved the technology and the ability to standardize the payroll submission process for all countries. They also were excited about our money movement services that allow Blue Marble to take one lump sum each month and distribute payroll funds in the local currency to each of our in-country payroll partners.

Blue Marble also has a consulting services team to assist with the entity and bank account set up where needed. Our hybrid service model gives their local payroll administrators access to in-country experts for immediate issue resolution and answers to any questions regarding payroll, tax, pension, and statutory requirements unique to each country. Blue Marble will allow them to scale as they grow organically and through acquisition while ensuring all requirements are set up in compliance with each new country.

As a result, Blue Marble has successfully streamlined their international payroll processes and “made our team look great in the eyes of management” per their HR Manager. As they continue to grow and bring on additional locations and entities, there will be a smooth process with all requirements in place.

If your team is struggling with multiple systems, lack of reporting and data, or service issues, we can help. Our payroll platform is designed to manage all of your employees in 150+ countries. With global consulting services, we can help you scale and set up business entities in new countries, create custom employment contracts, and more. Don’t let global payroll complications get in the way of your expansion efforts – we are here to help! Talk to us today about simplifying your global payroll and see how easy it can be.

Global growth can be difficult to navigate in new countries or markets. Many times, HR professionals only have expertise in a few countries and are tasked with ensuring compliance for the entire organization globally. For companies operating in 10+ countries, this can be a very challenging task for HR teams. They often tell me “We don’t know what we don’t know.” Every country and market is very different and it can be hard to keep up to date with changes in our current evolving COVID era.

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If you have employees in multiple countries, you know global payroll is not easy. So many factors go into managing payroll – local in-country regulations, tax and filing deadlines, statutory requirements – the list goes on. What are the key factors to successful, compliant payroll across all countries? Here are some of the top priorities for global payroll to consider:

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Multinational companies have faced many challenges over the last year. Now that the new year has begun, it’s time to look at your global payroll and identify ways to simplify the process. With new in-country regulations due to COVID, new Brexit rules, and furlough schemes in each country, payroll has gotten more complicated. How can you make sure you’re getting the most out of your global payroll in 2021 and stay ahead of new changes?


Each country has made adaptations to daily work life due to different government lockdowns and social distancing protocols. Some offices are fully remote, some are working with 50% capacity each day, and some have laid off or furloughed employees due to business conditions. Using technology to communicate and manage daily operations is a must have in this environment.


Using one platform to manage your employees across the globe is the gold standard in global payroll. Your payroll technology should have one login to manage employees in every country, provide automated updates, customized reporting across all countries and currencies, and real-time access to your payroll costs across the organization. If your payroll process isn’t running smoothly, your technology could be the problem. Having the right software that works for you is the key to simplifying payroll, reducing errors, and ensuring compliance in each country.


One other aspect of global payroll is in-country expertise. What happens if you have a question about your payroll in India? What if the rules in India have changed and you didn’t know? Having direct access to in-country experts is another step in the right direction. You shouldn’t have to wait a week (or 2) to hear back on a simple payroll-related question. If you don’t have direct access to your payroll experts in each country, you’re missing out.

Blue Marble has taken the stress out of paying employees internationally. Our cloud-based technology is easy to use, provides customized monthly reporting across all countries and currencies, automatically updates with new payroll regulations in each country, and we provide a unique-to-the-industry hybrid service model so you have a US-based team and direct access to payroll experts in each country when questions come up. How simple can it be? Talk to us today to find out! 

2020 certainly turned the world upside down and forced organizations to make significant changes to their operations. In recent conversations with my clients, I’ve seen both sides of the spectrum. Some have scaled back operations, while others embraced expansion as employees worked entirely remote. Global Expansion in 2021 will been different, but is still possible.

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