International Payroll Services
How do you run international payroll?
To run international payroll, your company works with a global payroll services provider who can help you manage payroll, benefits administration, taxes, compliance, stock options, and other tasks. A reliable provider can:
- Act as an employer of record (EOR) by hiring employee on your behalf
- Offer country-specific knowledge to help you hire like a local
- Manage contractor payments for workers worldwide
Remote provides employer of record services (including payroll administration) and contractor management all from within one easy-to-use platform. With a few clicks, you can manage invoices and payments for your entire international team.
Remote even offers customized employment contracts; specialized protections for your intellectual property and invention rights; support when using contractor tools; and more.
|REQUIRES YOU TO OWN AN ENTITY||EMPLOYS WORKERS ON YOUR BEHALF||INTELLECTUAL PROPERTY PROTECTION||TAKES ON YOUR LABOR LAW COMPLIANCE||PAYROLL FOR YOUR LOCAL ENTITIES||BENEFITS ADMINISTRATION AND MANAGEMENT||PAYMENTS TO CONTRACTOR|
|GLOBAL EMPLOYMENT SERVICES|
|LOCALIZED PAYROLL SERVICES|
|CONTRACTOR PAYMENT SERVICES|
Choose the right global payroll partner.
When choosing the global payroll partner, consider compliance management practices. Most countries often alter their labor and tax codes. Your provider should keep you updated on all the latest changes to keep your operations compliant.
Consider customer support as well. You will have many questions with any new payroll system, as will your employees. Your partner should be able to offer a superior customer service experience.
Prioritize the employee experience.
Ensuring a positive employee experience is imperative. Happy employees stay with you longer and attract new hires. They also have high engagement and productivity levels.
You can influence your employees' satisfaction with your company by delivering a positive payroll experience. Accurate and timely payments, an intuitive platform, always available technical support, and seamless communications channels will keep your employees satisfied and increase their trust in your company.
Classify employees and contractors correctly.
Are your workers employees or contractors? Don’t leave the distinction to chance — if you do, you could find yourself in trouble with local authorities.
Employees are entitled to benefits and protections that contractors are not. Misclassifying an employee as a contractor may lead to fines, legal penalties, and other unpleasant consequences. Learn how to spot the difference between employees and contractors to keep your company protected.
Establish an equitable compensation plan.
Meeting the needs of an internationally dispersed workforce can be challenging. Not only do you need to ensure your workers are paid in full and on time, but you must also confirm your compensation plan is equitable and sustainable everywhere you hire.
Remote’s own team is distributed across dozens of countries all over the world. See our guide to creating a global compensation plan for more information on how to create a plan that will help your business grow.
Consider whether you need your own entity.
Do you need to open your own entity in another country? That depends on a variety of factors, including how many employees you plan to hire, whether you have relationships in the region, and what your plans are for the local market.
Opening a new entity can take a lot of time and money. Only go down this path if you plan to hire lots of local employees and are prepared to invest in new relationships with local payroll, legal, and benefits experts.
If you want to open an entity eventually, you don’t have to wait until you finish the process to begin hiring. Use an EOR to hire international employees as quickly as you want, then transfer your employees to your own entity once the paperwork is complete.
Guard your intellectual property closely.
Your IP is at the base of your business: patents, trademarks, designs, databases, and trade secrets. Employment contracts often determine who owns which creations — as do contractor agreements. If your payroll provider in the area does not have robust IP protections, you could be in for a nasty surprise.
Remote knows how significant your intellectual property rights are, which is why we created Remote IP Guard. Our industry-leading process uses a three-stage approach to transfer the maximum intellectual property rights directly to your business when you work with international employees and contractors.
Watch video: How Remote makes global payroll easy