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Brazil is the ninth-largest economy in the world and is growing in appeal for foreign investors. While payroll compliance in Brazil is complex, you can get a good general idea about it after reading this article. The country is among the most populous countries in Latin America, offering a wide consumer base for your products or services.
Setting up new operations in a new country can be a very exciting time for your organization’s growth; It can also be incredibly challenging. Here are a few best practices when moving into a new market or country:
Expanding your business to Bangladesh provides you with the opportunity to take advantage of low production costs and gain a massive consumer base owing to the country’s rapidly growing population. Bangladesh is strategically located near India, China, and the ASEAN markets, making further expansion convenient.
Who doesn’t love paid vacation? This country has some of the most generous employee vacation policies with a minimum of 5 paid weeks per year! Not to mention, the longer you work for a company, the more vacation time you get!
Just over a year ago, reports had just started emerging regarding a novel virus. At that point, we had no idea how much impact COVID-19 would end up having on our professional and personal lives.
However, 2021, with the commencement of mass vaccinations, offers hope of a more predictable and consistent future – one where businesses will be able to start focusing on compliance again.
The Labor Law in France covers all issues related to employment, labor laws, and regulations. The terms and conditions of employment are clearly stated. The law also ensures employee representation and talks about discrimination, maternal and family leaves, as well as rights of all workers. There are a total of 35 jurisdictions focused on labor law in France.
Here are some of the recent changes to French labor laws:
Implementing payroll in new countries is not easy. In-country regulations, compliance, ensuring statutory requirements are met is just the beginning. One of my recent clients came to Blue Marble with several challenges and needs for their global payroll. Some of the biggest issues for them were lack of visibility across all countries, and local in-country compliance concerns.
Payroll teams in the US have figured out payroll regulations, paying employees on time, and managing new legislation and regulations each year. So it would make sense that these same skills would translate to global payroll. Yet most companies find global payroll extremely challenging and struggle to maintain compliance. Why is global payroll so complicated?
In Ontario, Canada, workplace rights are an important part of the employment experience. Every employee has the right to be treated fairly at the workplace, to work in a safe environment, to be trained to deal with any workplace emergencies or hazards, and to become a part of a trade union.
Workers in Ontario are protected by the Employment Standards Act (ESA), the Pay Equity Act (PEA), the Occupational Health and Safety Act (OHSA), and the Labor Relations Act (LRA). Here are some of the rights of workers in Ontario:
With advances in communication, infrastructure, and logistics technology, the world is getting smaller day by day. As a result, we are witnessing an unprecedented connection between different regions of the world, unobstructed by borders. This translates to businesses as well. Companies are looking to expand their operations that cover multiple regions to tap into these markets. This phenomenon is not borne of expansionist ideals but is the basis of survival for businesses as competition increases, resources become scarce, and risk becomes more eminent.
