Choosing the right method of handling payroll for international employees saves you time, ensures your compliance with local laws, and keeps your employees happy.

How to pay international employees

How to tailor a remote-first benefits package

Work-life balance is a trickier proposition with a home office. The lack of separation between work and home can lead to higher levels of stress. Often, the best benefit you can provide to your employees is the time and freedom to recharge.

Consider how best to deliver this result within a formal benefits plan. Flexible working hours, extended leave without pay provisions, or more generous annual leave entitlements can have a significant positive impact on the mental health of your employees.

Startups and small businesses can offer great benefits as a simple and cost-effective way to compete for the best candidates in the market.

"Employers offer many types of benefits, but I think the most important by far is time,” says Bruce Gilbert, benefits and compensation manager at Remote. “Time to be away, time to recharge, time to connect with family and friends, time to enjoy life. Internally, Remote’s quarterly self-care days and unlimited paid time off program help ensure work-life balance and demonstrate our unwavering commitment to always put our people first."

This is especially true for workers with babies, toddlers, and young children at home during school holidays (or lockdown periods!). Childcare provisions can be an incredibly helpful benefit to offer parents working from home.

Remote working environments also tend to lead to more prolonged periods of physical inactivity. Offering gym memberships and covering subscriptions to fitness apps can encourage employees to stay physically active. Some companies go one step further and build exercise breaks into their day-to-day schedules. Consider helping employees schedule breaks in their calendar for exercise and nudging managers to lead by example to demonstrate the importance of self care.

Supplemental benefits cover more than just healthcare.

Healthcare is table stakes to attract and retain top notch talent. Market-leading organizations construct customized benefits programs that extend well beyond healthcare to demonstrate their understanding of each employee’s value to the organization. Just the simple extension of company policy to allow for remote work is a huge step in the eyes of most employees.

"There are obvious ones like health, dental, vision benefits, and programs that support their retirement plans, but those are more obvious ones.” says Andrea Valeria, remote work specialist and founder of It’s a Travel O.D. “I've seen that perks that allow for more work-life balance and that somehow incorporate travel make employees really happy.”

See also: What soft benefits do remote workers expect?

Generous paid time off policies appeal to everyone. Plans for specialized types of PTO can make your benefits strategy even more effective. Attractive maternity and paid parental leave policies, for instance, are often a decisive factor for many employees, especially in countries without guaranteed leave.

Many workers have begun to ask for assistance with relocation to move closer to family support networks. Others want the option to travel while working as a digital nomad.

“If I were looking for a remote job, I would be happy to be part of a team with unlimited PTO, flexible vacation policies, and the freedom to make your own schedule,” says Valeria.

The right benefits may depend on company size

You also need to consider the specifics of your industry, maturity stage, and business model. Candidates looking for opportunities in a corporate environment within the services sector may expect a company-issued laptop and mobile device, whereas construction managers or civil engineers may consider a company car a more valuable proposition.

The startup sector provides a very clear example of how certain benefits can be so highly prized in certain types of industries. We see that stock options are still the number-one attraction and desired benefit in early-stage startups. Startup employees also place high value on flexible working hours, so they can pick up the kids from school, take an hour during the day to work out, or schedule appointments. Workers at larger companies are increasingly looking for flexibility, but for smaller companies, flexibility is often non-negotiable.

Customizing benefits packages for multiple countries

As you employ workers across multiple countries, you need to be aware of the nuances in local laws. Many nations provide high-quality subsidized healthcare services and mandate employers to contribute to an employee retirement fund. As a result, employees in these nations won’t place as much value on related supplemental benefits.

Consider customizing the extra benefits and perks you offer according to the specific expectation of employees in each country. Factor in the impact of the home country’s employment legislation and tailor your benefits packages accordingly.

Depending on the laws of the country, you may consider offering perks such as:

Celebratory gift cards for work anniversaries or birthdays

For more information on which benefits are required in different countries, check out Remote’s Country Explorer pages.

Use your benefits as a competitive advantage

As you develop a stronger benefits plan, use that advantage as a competitive differentiator in the talent market. Make your benefits policy public and be transparent about what you offer.

Try a few of these tips to bolster your reputation as a desirable employer: 

Add an overview of your benefits plan to your job ads.

Create an explanatory blog article to share across your social media channels to engage a more diverse pool of talent.

Develop a PDF one-pager to arm your recruiters with a quick and easy way to communicate your benefits package to potential employees.

Prove that you care about your team and demonstrate how your benefits package goes beyond minimum requirements and standard expectations.

Beyond the construction and promotion of your benefits offering, you must also make sure you don’t fall at the final hurdle in the hiring process. Provide full details about your benefits policy to candidates in all of your offer letters to make sure they understand the extent of the incentives you have created.

Normalize using benefits to the fullest extent

One common mistake of managers of remote teams is an unconscious impulse not to use benefits. Fortunately, this problem has an easy solution: managers must lead by example.

Show your team members that the culture of your business rewards and encourages self-care. Prove you care about your team by taking time off for yourself and proactively reminding them to do the same. 

Schedule in the maximum amount of vacation time each year, and when you take time off, disconnect as much as possible. Don’t check in while you’re on vacation. Plan for your own absence in advance so that you don’t have to send emails or answer calls.

Your team members will not use their benefits if they feel like doing so conflicts with the norms displayed by leadership. This could lead to burnout, resentment, and even a sustained drop in morale.

Remote work comes with its own unique challenges, but don’t use that as an excuse to shy away from more flexible work options. Lean into the positives and embrace the unique elements that a remote-first business model offers.

Just like in an on-premises model, your team will experience distractions. Instead of water cooler conversations, coffee chats, and impromptu meetings, remote work might incorporate the occasional screaming baby, barking dog, or needy child. 

Embrace these incidences and normalize them. Don’t heap more stress onto your employees or force them to pretend they don’t deal with challenges. Build a culture that allows your employees to enjoy the full benefits of remote work.

At Remote, we recognize that everyone is living a different life. Interruptions from kids, pets, significant others, and similar factors are normal and should be treated as such. One of our engineers, Tobi, owns pet bunnies who frequently make appearances during our all-hands meetings. Most of us have met a few of our coworkers’ young children during a Zoom call at some point.

Creating a culture where life’s little interruptions are welcomed and not punished starts at the top. Encourage everyone to take full ownership of their calendars to support their families, friends, kids, and partners during their workday. Remind managers to help employees block out the necessary family time they might require to maintain mental and physical health.

The resulting increase in productivity, motivation, and employee satisfaction will be the intangible fuel that powers your organization to sustained, scalable growth.

Remote’s white glove benefits management

As your company grows into more countries, it can be tricky to keep up with the legal requirements of multiple benefits plans, not to mention all the additional benefits that can make an offer stand out. With employees in dozens of countries across six continents, we have firsthand experience around the globe.

When we enroll your employees in their benefits, we don’t pass the responsibility along to someone else. We make sure every team member receives the full benefits they are entitled to, regardless of their home country, plus a host of other great perks.

Remote can help you customize your benefits package by country for mandatory and supplemental benefits like healthcare, insurance, retirement savings, paid leave, stock options, and so much more. Read what’s it’s like for your employees when you use Remote, and reach out if you have any questions about offering benefits to your global team.

You can’t afford to offer the bare minimum if you want to attract and retain top talent across the globe. In this article, we examine some best practices related to global benefits policies and discuss which benefits to offer your team.

The Best Employee Benefits to Attract Top Global Talent

The best employee benefits to attract top global talent

Key considerations of offering an ESOP to foreign employees

Implementing a global equity plan raises multiple compliance questions. You must consider taxation, withholding, reporting, social insurance, and several other factors. Work with your legal counsel to ensure you fully understand the compliance requirements in each country where you wish to offer equity incentives so you can offer awards that are favorable under local laws. If you need help, you can always schedule a consultation with Remote to discuss your equity plan for your international team. 

Broadly speaking, there are three things to consider when putting together an employee stock option plan:

Employer taxes: Tax withholding and reporting requirements for each country are important to understand. If you do not file correctly, it could lead to penalties or other consequences for your business.

Employee taxes: Some countries offer tax-advantaged schemes for employees, but others don’t. For example, the UK has multiple tax-advantaged schemes: Enterprise Management Incentive (EMI Scheme), Company Share Ownership Plan (CSOP), Growth Shares, and the Share Incentive Plan (SIP), all of which have different requirements and taxation. 

Tax reporting obligations: Understanding tax obligations for stock options in multiple countries can be difficult, and tax reporting obligations in those countries can be even more so. Employers need be aware of any specific tax reporting obligation applicable to themselves and understand how these can be met as foreign company.

When considering different types of equity awards for each country, be sure to understand the tax-qualified programs available and whether there will be any negative tax treatment for employees.

The difference between an employer of record and a foreign subsidiary

Employing full-time workers in other countries requires you to do one of two things. You can either open a foreign subsidiary by creating a local legal entity or you can work with an employer of record, or EOR.

A foreign subsidiary is your own business. You are responsible for understanding the laws and distributing equity accordingly. Opening your own legal entity may provide you with more flexibility in how you offer equity to your workers in a country, but opening entities all over the world is not feasible unless you plan to expand your business fully into every country where you hire.

Most businesses hiring international workers opt to use an EOR, or employer of record. An EOR employs local workers on your behalf, allowing you to work with talent all over the world without opening entities in new countries. Partnering with an EOR is significantly more affordable for businesses hiring in multiple countries and businesses only looking to hire a handful of employees in a single country.

Not all employers of record are the same, though. Some employers of record, like Remote, own and operate their own local legal entities in every country. Others outsource their employer of record services to other third parties, creating gaps in legal protections for your workers and your intellectual property. Learn more about the differences between owned-entity and partner-dependent EORs in our guide.

You cannot offer stock options to employees in other countries without a firm grasp of the labor laws that govern equity awards in those countries. For example, some countries may prohibit certain performance metrics from being considered as part of an equity grant. Other countries may not allow performance to be considered at all. Some countries may allow companies to substitute cash for stock, while others may require all employees to receive the same types of assets.

With so many countries in the world and so many regulations to follow regarding employee stock option ownership plans, you cannot afford to get complacent or to assume that one country’s laws are like another’s. Your international ESOP strategy depends on your ability to stay compliant while still offering your foreign employees the equity they desire.

What regulatory requirements apply to stock options offered to an external employee?

Regulatory requirements for employee stock options vary dramatically depending on the country in question. In general, though, the laws of the country where the issuing company is incorporated govern how the stock options are handled. For example, some countries offer preferential tax treatment, while others offer none. The following overview addresses local requirements that apply to stock options.

Tax laws in the foreign employees’ country of residence

Employees are generally subject to taxes on their stock options, stock awards, and cash equivalents. What those taxes look like, however, and to which assets those taxes apply, can vary tremendously. 

In the US, for example, RSUs held for less than one year are taxed as short-term capital gains, the same rate as the employee’s ordinary income. Stock options held for more than one year would be subject to long-term capital gains taxes. Other countries have similar laws employees must consider.

Favored vs. non-favored tax stock options 

Tax-favored stock options refer to stock options that allow employees to pay less in taxes when receiving their equity in the company or when selling their shares. Certain types of equity, like ISOs or RSUs held for more than a year, can be considered tax-favored or tax-advantaged stock options. VSOs and cash RSUs, on the other hand, are delivered as cash and are therefore not considered to be tax-advantaged options. Again, tax advantages vary by country, so check with your local counsel.

Most preferential tax treatments for employee equity plans depend on the employment relationship. In some cases, offering employees equity while using an EOR may make employees ineligible to receive certain preferential tax treatments. 

An overview of ESOP taxation for foreign employees

Employee stock option plan taxes for employees working outside the country where your company is headquartered can be tricky for both parties. Let’s take a look at some of the different factors to consider.

What is the local tax treatment of stock options for employees?

As always, tax treatment of stock options for employees in other countries depends on the country. Your foreign employees must pay taxes to their local governments, not the government where your company is located. Your company, on the other hand, may be responsible for taxes in both locations, or at least tax withholding. Again, this is dependent on the laws of the country in question, so check with your legal counsel before offering an ESOP to employees in another country.

Employees who receive, exercise, and sell stock options may be taxed on each event. Employees typically pay taxes the year they exercise their stock and the year they sell. The former is most commonly treated as income tax, while the latter is capital gains. Paying taxes upon exercise can be difficult if the company is not yet public or if the shares are not being purchased privately after exercise, because employees are paying taxes based on the value of stock they have not sold yet.

For more information on localized taxes, see our guide on where remote workers pay taxes.

What is the capital gain of ESOP for foreign employees?

Capital gains taxes for foreign employees are calculated based on where the employees live. For example, employees in France might see a capital gains tax of a flat 30%, but that rate could change depending on whether the employee is an especially high or low earner. High earners pay more in France, while employees with lower salaries may be able to opt in to a different tax plan that could alter the capital gains tax rate for an ESOP.

Every country has laws related to capital gains: some simpler than the US, and some far more complicated. If you have questions about the specific capital gains tax laws in the countries where your workers reside, Remote can help.

What rights do employees in different countries have under ESOPs? Depending on where they live, employees typically have rights related to information, freedom to exercise, and in some cases, rights to certain levels of company ownership.

Rights related to information typically include many of the rights in India mentioned previously, such as information about vesting periods and fair market value of the stock. Regarding freedom of exercise, some countries may require employers to allow employees to exercise their shares after a certain period of time or may prohibit employers from enforcing certain vesting schedules.

Some countries, like Mexico, require companies to share profits with their employees. Navigating these laws can be tricky, but your company does not have to hand over a large percentage of its operating profits to a handful of employees simply because the local laws make it sound that way.

This is why it is essential to work with an employer of record that not only owns and operates its own local legal entities in every country where you have employees, but also to work with an EOR with deep expertise in the different types of entities and their associated rights and responsibilities. Different types of companies are classified differently, and these classifications are unique to every country. Don’t let the complications prevent you from offering stock options to attract international talent, though. Instead, find a trusted partner and let them help you expand your business in compliance with confidence.

How to set up a global Employee Stock Ownership Plan (ESOP)

Ready to offer stock to your international employees? There are a few steps to follow to make it happen:

Decide how much stock to set aside for your employees.

Work with your legal team to ensure you have an ironclad plan.

Identify the countries in which you will need to offer options.

Consult with your employer of record to understand your international ESOP opportunities.

Comply with the laws of the country where you are headquartered to establish the plan and the fair market value of the shares.

Determine what type of shares (RSUs, VSOs, etc.) to offer your international employees.

Manage your stock options plan and use it to attract the best international talent.

If you are ready to get started, Remote can help you begin offering stock options to your international employees with ease.

How can Remote help with employee stock option plans?

Remote continuously monitors local tax and regulatory information for countries where we operate. Our legal experts can review your employee stock option agreement to make sure employees are eligible to receive and vest the options you want to offer. We can also help you construct agreements broad enough to cover any personnel that provide services to you while employed through Remote’s Employer of Record (EOR) service.

Can Remote customers offer stock options to their employees under their stock option plan?

Yes! Our clients are able to offer stock options directly to any employees who are employed through Remote’s EOR service. Stock options simply need to be offered (or converted to offer) in a compliant form, such as NSOs instead of ISOs. Remember, while you can offer ISOs to domestic employees in the US, you cannot use any EOR service to offer ISOs to foreign employees. Instead, you must offer NSOs, RSUs, VSOs, or similar.

Can Remote offer its customers' stock options as part of the benefit package to the employees?

Yes, Remote can support its customers in offering stock options to their employees. However, the customer must always give the stock options directly to the employee, as stock options are a financial instrument and only the issuing company (in this case, the Remote customer) may legally offer and hold the financial instrument.

There are many different types of option contracts (currencies, grain, loans, defaults, etc.). Most of these financial instruments are highly restricted, and you need certain licenses to offer, manage, or hold them. An exception to this is that you may offer certain financial instruments as a company (issue debt or option rights), but that doesn’t give the power to any third party to operate without a license. 

Stock options must be separate from benefits packages for your foreign employees. If you do not own and operate your own local legal entity in the country in question, Remote can help you offer NSOs, RSUs, VSOs, and the like as separate offerings from your benefits plan. With Remote's help, you can offer stock options directly from your company to your employees.

Take advantage of Remote’s special offer with Carta

Remote customers get free access to Carta Launch plus 20% off their first year's subscription when upgrading to a paid plan.

Carta helps companies and investors manage valuations, investments, and equity plans. Through Carta, you can maintain an accurate cap table, access fundraising tools and benchmarks, and generate and track your SAFEs, all in one place.

There are a collection of unique features available to Carta customers, but here are two of the most valuable:

Cap table management: With Carta, your cap table updates automatically when you issue electronic securities, raise a round, or get a 409A valuation.

Carta Total Compensation: Carta Total Compensation provides you with the world’s largest equity data set and powerful HR integrations to help you make better compensation decisions faster.

Offer an employee stock option plan to your global team

Need help navigating employee stock option plans for your international employees? Our tax and legal experts can make it happen.

We help you get it right so you can offer competitive and equitable compensation packages for all your employees — no matter where they live. Sign up now for a 30-minute global equity consultation!

Are you running a startup and looking to learn more about offering equity to your international employees? Remote’s has special advice for startup founders, as well as special pricing. Contact us today for more information.

An ESOP, or Employee Stock Ownership Plan, is a system used by companies to grant equity in the business to their employees. This article will walk you through all the critical information you need to create an employee stock ownership plan that will help your company lock in the best global talent in your industry.

How to offer stock options (ESOP) to foreign employees

If you’re wondering whether you really need to know about international relocation, the answer is a resounding yes. According to our Global Workforce Revolution Report from last year, 81% of tech workers surveyed would move to a new region, state, or country if they could do so without jeopardizing their career prospects. To keep your best people, you need to be able to offer them the location flexibility they desire.

Now that most knowledge jobs can be done remotely, employees see remote work as a way to guard against recessions and financial difficulties. Sixty-three percent of respondents in our study said the ability to work remotely can protect workers from region-based financial challenges.

We found two-thirds of companies planned to increase remote work options, but that number is growing all the time. Employees have more options than ever as more companies go all-remote. Around a third of people would quit outright if they could not continue to work remotely. The lesson is: businesses need to offer remote work, and employees expect to be able to move anywhere they want if they work remotely. To meet that demand and stay compliant with international labor laws, companies have some work to do.

Unique relocation challenges with remote work

Companies should always seek to treat their employees equally. However, statutory requirements vary greatly from country to country. Overtime laws, minimum benefits, lengths of probationary periods, and hundreds of other details change when employees cross borders.

For example, take a person who leaves the US to work in Italy. In the US, employees usually work under “at-will” employment, a concept that does not exist in Italy. That change in location would require a whole new employment contract to reflect local laws. If that same person moved from Italy to Mexico, the employee would now be entitled to a 13th month’s salary, and the employee’s salary could only be deposited in a bank approved by the government.

Labor laws are mostly behind the times for remote workers. Employers are required to provide safe working conditions, but what happens when the place of work is the employee’s home? How does the employee’s right to privacy conflict with laws about workplace inspections? Is the employer required to cover certain expenses for employees working from home?

Relocation isn’t easy, but as the world becomes more connected, employers must be prepared to deal with the challenges that arise. 

Different types of international relocation

There are three major types of relocation: travel, short-term relocation, and long-term relocation. When your company is in one country and your employee plans to be in another country, you must first understand the type of relocation you are facing.

Travel may last for a few months or a year, but it always has a specific end date. Travelers must typically hold some kind of visa, such as a tourist visa or business visa. The type of work the employee may do is determined by the type of visa they hold.

Unlike travel, which always requires a specific visa, short-term relocation has the employee move to the country as a resident. Still though, the employee moves for a fixed period of time, which separates short-term relocation from long-term relocation. Things become more complicated when the employee becomes a resident.

Under long-term relocation, the employee moves somewhere for an extensive amount of time. This can be for a year or two, or even indefinitely. The main difference between short-term and long-term relocation is the lack of a fixed end date. Employees who relocate for the long term become residents, though the specific type of residence varies by country. Issues of long-term relocation may include immigration, international taxation, and compliance with local labor laws.

No matter how much time your employee plans to spend in another country, you need to be familiar with the laws that will apply to your continuing employment relationship. 

What to know when your employee wants to relocate

Any type of relocation can be a stressful process for both employee and employer. Visas, immigration, and other concerns often become complicated affairs. Each situation is different, but you can make life easier by understanding more about how relocation works, what to watch for, and how to do the paperwork.

(Psst! Remote can help you with visas, immigration, compliance, and more, including international payroll and benefits. Let us know about your situation and we’ll walk you through it from start to finish.)

1. Fulfilling requirements for immigration and visas

For your employee to move to another country without breaking the law, you need to understand the specific immigration rules in play. Employees must often meet minimum thresholds of residency, for example. Even if your employee takes the responsibility of staying compliant seriously, your business could still face issues if the employee breaks the law unknowingly.

Be careful not to hire someone who does not actually have the right to work in a specific country. Always confirm the employability of a candidate or current employee. It’s possible to have a work permit while still needing sponsorship from a company, for instance.

The concept of taxes is simple: the country where the business operates wants a cut of the business’s revenue. Things get complicated when the company operates with employees in multiple countries. Income taxes and corporate taxes can get messy, and physical residency and tax residency are not always the same thing. Tax treaties between countries dictate which taxes businesses pay and when.

Be wary of permanent establishment risk. Simply having workers in a country isn’t always enough to trigger permanent establishment, but certain actions by employees (or the type of role an employee fulfills) may be. Permanent establishment is not a one-and-done issue, so businesses must continuously reevaluate their risk factors.

3. Staying compliant with local employment laws

No two countries are alike in employment laws. Noncompliance with local laws can lead to major fines and penalties related to the misclassification of workers and more. Further, companies cannot legally employ someone in another country without having that person employed by a legal entity within that country.

If you have multiple employees in a country and plan to have a long-term presence there, you may want to open a legal entity yourself. Doing so usually costs a lot of money and takes several months, and you will need to manage your own payroll, benefits, legal work, but owning your own business does have its advantages.

Most companies choose to use an employer of record to employ full-time workers in another country. This is what Remote does. We help you employ team members in other countries legally and easily.

We only offer services in countries where we own our own legal entities, so you never have to worry about third parties handling your data or providing a bad experience for your employees. Whichever employer of record you choose, make sure your employer of record owns a legal entity in the country and does not outsource to a third party provider.

Mastering international relocation to grow your business

The world has permanently embraced remote work, and many employees will never go back to full-time office roles. Choosing to limit your business to local candidates will cut you off from some of the best talent the world has to offer. To stay competitive, businesses must allow their employees the flexibility to relocate, even internationally.

Remote is here to make this transition easy. With our self-serve platform, you can onboard international employees in minutes. If you have questions about immigration, visas, or other specifics, we are always here to help — just reach out! We look forward to helping you grow your global team and providing the best experience for your relocating employees.

Do your employees want to relocate to another country? Are you looking to hire someone who is moving across borders? Whatever challenges you face, this guide will help you understand more about relocation for international employees.

How to Handle International Employee Relocation

How to handle international employee relocation

With our in-house team of immigration and tax experts, we can help your employees discover and apply for the best work visa for their situation.  

Initial visa guidance: we help you determine which visa is best for your employee.

Visa application support and sponsorship: ready for your employee to move? We’ll help them through the visa application process and depending on their situation, we may even sponsor their visa.

Localized immigration and taxation guidance: each country is different, so we’ll help navigate these tricky areas.

Moving and relocation services: Coming soon

We can provide visa application support and sponsorship for the following countries and will be adding more countries soon.

Discover if one of these countries is in your Best Destinations for Remote Work custom list.

Employee retention and attraction. We help you become more competitive in the global employment space by allowing you to open up the world for your current and prospective talent.

White glove service. You are not left to your own devices. We proactively guide you through the immigration and tax complexities as your team member moves through the stages. If you have questions, we will have answers. 

Compliance. We’re meticulous in our approach and ensure you are protected and guided through local laws, country transfer regulations and the nitty gritty of staying compliant in the host and anchor countries. You can confidently allow a relocation and know you are covered.

Each country has different costs for their visa applications. During the pre-visa check, we can help guide you to an option that's viable for your employee. Criteria varies by visa, so it's a good idea to be prepared for additional costs, like background checks and medical checks.

Help us make Remote Relocation even better for you

We want to hear from you. How can we make this service stronger and better meet your needs? Bonus: for every response, we will plant 50 trees in our Remote Forest. 

If you are an employer, please complete this 2 minute survey.

If you are an employee, please complete this 2 minute survey.

Today we are excited to introduce our new Remote Relocation service, a program to make it easy for your employees to relocate and stay with your company. 

Relocate and work from anywhere

The Remote Marketplace is a high-end boutique of handpicked providers in business categories most challenging for international companies. Our team of global HR experts have carefully curated a selection of the most powerful apps, tools, and service providers to help you supercharge your company’s global growth plans, no matter what you need. 

Introducing Remote’s Partner and Talent Marketplace

Hiring international employees can be risky if you’re not familiar with local payroll, taxes, benefits, and compliance in every country where you source talent. This guide was developed to answer all your international hiring questions to help you feel comfortable and confident as you begin onboarding international employees.

Guide to hiring international employees

Introducing the new Remote Fair Price Guarantee. You pay one flat rate to employ someone, and we don’t add anything on top of that flat rate. You always know what your bill will be. We also never require long-term commitments or exclusivity agreements.

Remote's Fair Price Guarantee means no fees, deposits, or surprises

We’re excited to announce the launch of our latest Contractor Management capabilities that enable you to onboard, pay, and manage contractors across in the world. 

Fast, free, flexible contractor management with Remote

Fast, flexible, and simple contractor management with Remote

To hire independent contractors, you must address issues of compliance, classification, finance, and process. Paying independent contractors internationally is easy enough, but ensuring compliance can be more complicated.

How To Hire Independent Contractors [Expert Guide]

How to hire independent contractors: expert guide and resources

Inclusion can seem particularly daunting in a company with remote workers. When not everyone works in the same place, it can be difficult to provide a great experience for all, especially when that experience is meant to promote inclusivity and acceptance. But remote workplaces are ideal spots to foster inclusion for queer team members.

Understanding and supporting LGBTQ+ inclusion in the workplace

Hiring remotely expands your talent pool from your immediate area to, well, every area. No matter where the best candidates live, they can now work for you. This article will show you how.

How to Hire Remote Employees

How to hire remote employees

If your company wants to hire workers in another country, you probably need an employer of record. But how do you choose the right one? And what does an employer of record actually do? This guide provides all the answers you need.

When Should you Use an Employer of Record, and Which One Should you Choose?

When should you use an employer of record, and which one should you choose?

What is the best approach to global compensation when you hire remotely: global or geo pay? Read our comprehensive resource to find out.

How to Manage Global Compensation: Remote's Total Rewards Policy

How to manage global compensation

Remote has raised a $300 million Series C round led by SoftBank with participation from existing investors Accel, Sequoia, Index Ventures, Two Sigma Ventures, General Catalyst, and Gaingels.

Remote raises $300 million Series C to support global businesses

With the Remote API, platform partners can now upgrade their product suites with the powerful global hiring capabilities of Remote, unlocking the potential of international employment for more businesses and individuals around the world.

It’s official: The Remote API has launched! 

Our inaugural industry conference, Remote Connect 2022: Building Belonging in the New World of Work, will take place April 5-6, 2022. This is a free, live virtual event where global businesses and industry leaders will share bold ideas to help us all build better, grow together, and support our teams and communities in 2022 and beyond. 

Join us for Remote Connect 2022

If you employ workers in another country, you may have heard about “permanent establishment” or “permanent establishment risk.” What is permanent establishment, though, and why should businesses with distributed teams care?

Permanent Establishment: What Companies with Remote Workers Should Know

Permanent establishment: What companies with remote workers should know

Pandemic-forced remote work strips away benefits remote workers normally receive. How can companies help remote employees mitigate and manage stress?

Experts Reveal the Best Ways to Reduce Stress for Remote Workers

How to develop a stronger remote-first hiring process 

Global employment is remote employment — but what does that mean for the people finding, hiring, and onboarding those remote teams? This guide to remote recruiting has the answers.

How to pay international employees

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Written by • Preston Wickersham

[Earth Day] Work from home, save the planet!

Remote named to Inc. Best Workplaces 2021

Remote Talks with Jonathan Killeen - Events and the Head of Remote Role

Remote Talks: Episode 12 with Ellen Pao and McKensie Mack - Creating People-First Remote Workplaces

Remote Talks with Allison Barr Allen - Hybrid Remote and Women in Leadership

Remote Talks with Tigran Sloyan - Improving Interviews and Evaluating Talent Teams

[Updated] How to calculate compensation for remote employees

Remote-first recruiting practices: How we do it at Remote

Experts Reveal the Best Ways to Reduce Stress for Remote Workers

Women in the era of remote work: What’s new and what’s next?

The most common mistakes companies make when going remote

Permanent establishment: What companies with remote workers should know

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Remote named to Inc. Best Workplaces 2021

May 12, 2021 • By Preston Wickersham

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[Updated] How to calculate compensation for remote employees

Dec 23, 2020 • By Job van der Voort

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