The Global HRIS Software Guide for 2025

When organizations go global, they need technological support that can keep up with their growth. And while many tech-savvy companies are already using an Human Resources Information System (HRIS) to avoid the inefficiencies and inaccuracies of paper-and-spreadsheet systems, they may lack the comprehensive features you need for global expansion.

That’s where a global HRIS system comes in—custom made to handle the complexities of global workforce management, they offer a suite of features that can make global growth a far more streamlined process.

In this guide, we’re going to walk you through the in-and-outs of global HRIS systems, what benefits you can expect from using them, and the best global HRIS systems out there for your consideration.

What is an HRIS?

global HR systems

Imagine a centralized hub for all your HR needs, a single source of truth for employee data, and a powerful tool to automate and streamline your HR processes. That’s the essence of an HRIS.

These organizations manage their most valuable asset: their people. It’s a digital command center that brings together various HR functions into a unified system, replacing those cumbersome spreadsheets and paper files with a streamlined, efficient, and data-driven approach.

What are global HRIS systems?

As your organization expands its footprint across borders, managing your international workforce becomes increasingly complex. Different countries have unique labor laws, payroll regulations, tax systems, and cultural norms. This is where a global HRIS system comes into play.  

A global HRIS is a sophisticated software solution designed to streamline and automate HR processes for a geographically dispersed workforce. It goes beyond the capabilities of a standard HRIS by incorporating features that address the specific challenges of managing employees across multiple countries. These include: 

Localization

A global HRIS supports multiple languages, allowing employees and HR teams in different countries to interact with the system in their preferred language. The system can also handle various currencies, ensuring accurate payroll calculations and payments in each employee’s local currency.

Compliance

A global HRIS incorporates local labor laws, tax regulations, and compliance requirements for each country where you have employees, minimizing the risk of legal issues and penalties. The system stays up-to-date with the ever-changing labor laws and regulations in different countries, ensuring your HR policies and practices remain compliant. 

A global HRIS also helps your organization adhere to international data privacy standards, such as GDPR and CCPA, safeguarding employee data and minimizing risks associated with data breaches.

Time zone management

The system can accurately track employee working hours across different time zones, ensuring accurate payroll calculations and compliance with local regulations regarding overtime and working hours. It facilitates scheduling and collaboration across time zones, making it easier for teams to work together effectively.

Data security

A global HRIS stores all employee data in a secure, centralized database, accessible to authorized personnel regardless of their location.

The system employs robust security measures, such as data encryption and access controls, to protect sensitive employee information from unauthorized access and cyber threats.

Integration

A global HRIS integrates with other HR and business systems, such as payroll providers, benefits platforms, and talent management tools. This streamlines data flow and eliminates the need for manual data entry. Many global HRIS solutions offer API access, allowing you to connect with other software and customize the system to your specific needs.

Reporting

A global HRIS system provides comprehensive reporting and analytics capabilities, allowing you to gain insights into your global workforce, track key metrics, and make data-driven decisions. 

Generate customized reports based on various criteria, such as location, department, or employee demographics, to understand your workforce better and identify areas for improvement.

HRIS vs Global HRIS

While both HRIS and global HRIS systems aim to streamline HR processes, there are key differences that make a global HRIS essential for companies with a geographically dispersed workforce. Let’s break down the distinctions:  

FeatureHRISGlobal HRIS
FocusManaging employees within a single country or region.Managing employees across multiple countries with varying labor laws, regulations, and cultural norms.
LocalizationLimited or no support for multiple languages, currencies, or local regulations.Supports multiple languages, currencies, and incorporates local labor laws, tax regulations, and compliance requirements for each country where you have employees.
CompliancePrimarily focuses on compliance with local labor laws.Ensures compliance with labor laws, tax regulations, and data privacy standards across all countries where you operate.
Time Zone ManagementMay have limited or no support for tracking time across different time zones.Accurately tracks employee working hours across different time zones and facilitates scheduling and collaboration across geographical locations.
Data SecurityStores employee data securely, but may not have features for international data transfers.Employs robust security measures to protect employee data, including compliance with international data privacy standards and data localization requirements.
IntegrationMay integrate with local payroll and benefits providers.Integrates with a wider range of global HR and payroll providers, as well as other business systems, to streamline data flow and support international operations.
ReportingProvides reports and analytics on a local or regional level.Offers comprehensive reporting and analytics capabilities that provide insights into your global workforce, enabling data-driven decisions for your international operations.

Benefits of Using a Global HRIS System

As mentioned, investing in a global HRIS can be a game-changer for companies with a geographically dispersed workforce. It’s more than just a software solution; it’s a strategic tool that can streamline your HR operations, improve compliance, and empower your employees across borders.

Enhanced efficiency and productivity

Automation of repetitive tasks: A global HRIS automates time-consuming HR tasks, such as onboarding, payroll processing, benefits administration, and reporting. This frees up your HR team to focus on more strategic initiatives, like talent development and employee engagement.

Streamlined workflows: The system streamlines HR workflows, eliminating manual processes and reducing the need for paperwork. This increases efficiency and accelerates key HR processes.

Centralized data management: A global HRIS system provides a centralized platform for managing employee data, making it easier to access, update, and analyze information. This eliminates data silos and improves data accuracy.

Improved compliance

Staying up-to-date with local laws: A global HRIS system incorporates local labor laws, tax regulations, and compliance requirements for each country where you operate. This minimizes the risk of legal issues and penalties.

Data privacy compliance: The system adheres to international data privacy standards, such as GDPR and CCPA, safeguarding employee data and reducing the risk of data breaches.

Reduced legal and financial risks: By automating compliance processes and ensuring accurate data management, a global HRIS helps mitigate legal and financial risks associated with non-compliance.

Better decision making

Global workforce insights: A global HRIS provides comprehensive reporting and analytics capabilities, allowing you to gain insights into your global workforce, track key metrics, and make data-driven decisions.

Performance analysis: Track employee performance, identify top performers, and analyze trends to improve talent management and development strategies.

Workforce planning: Use data to forecast future workforce needs, identify performance gaps, and plan for international expansion.

Reduce cost

Optimize HR operations: By automating tasks and streamlining workflows, a global HRIS can help you reduce administrative costs and improve the efficiency of your HR department.

Minimize compliance risks: Staying compliant with local labor laws can be expensive. A global HRIS helps you avoid costly penalties and legal issues by automating compliance processes.

Reduce errors: Manual data entry and processing can lead to costly errors. A global HRIS system minimizes these errors, saving you time and money.

Better employee experience

Employee self-service: A global HRIS system empowers employees with self-service tools to access their information, manage their benefits, request time off, and update their personal details. This improves employee satisfaction and reduces the burden on HR staff.

Improved communication: The system facilitates communication between HR, managers, and employees, regardless of their location. This can include announcements, policy updates, performance feedback, and more.

Personalized experience: A global HRIS system can be customized to provide a personalized experience for employees in different countries, taking into account their language preferences, cultural norms, and local benefits.

Scalability

Support for growth: A global HRIS can scale with your business as you expand into new markets and increase your global workforce.

Adaptability: The system can adapt to changing business needs and evolving compliance requirements, ensuring your HR processes remain efficient and effective.

Improved global collaboration

Connect your workforce: A global HRIS system facilitates communication and collaboration across borders, connecting your global workforce and fostering a sense of community.

Centralized platform: The system provides a centralized platform for sharing information, collaborating on projects, and accessing company resources, regardless of location.

Enhanced teamwork: By improving communication and collaboration, a global HRIS can enhance teamwork and productivity across your global teams.

Questions to Consider When Choosing a Global HRIS System

Selecting the right global HRIS for your organization is a significant decision that can impact your HR operations, employee experience, and overall business success. Here are some key questions to consider:

1. Does the system scale with your organization’s growth?

As your company expands into new markets and your workforce grows, your HRIS needs to keep pace. Ensure the system can accommodate your future growth plans, whether it’s adding new employees, integrating new functionalities, or expanding into new countries.

2. Can it be customized to fit your unique HR needs?

Every organization has its own specific HR processes and requirements. Ensure the global HRIS you choose can be tailored to your unique needs, whether it’s configuring workflows, customizing reports, or integrating with your existing systems.

3. Is there reliable customer support and technical assistance available?

When you encounter issues or have questions, you need reliable support from your HRIS provider. Inquire about their customer support channels, response times, and availability of technical assistance.

4. Can it seamlessly integrate with your existing HR systems?

Your global HRIS should integrate with your existing HR and payroll systems, such as your local payroll providers, benefits platforms, and talent management tools. This ensures smooth data flow, eliminates duplicate data entry, and reduces the risk of errors.

5. What are the overall costs involved, including licensing fees and maintenance?

Understand the pricing structure of the global HRIS, including licensing fees, implementation costs, maintenance fees, and any additional costs for support or customization. Choose a vendor with a clear and transparent pricing model, avoiding any hidden fees or unexpected costs down the line.

The market for global HRIS systems is brimming with options, each offering unique features and functionalities. To help you navigate this landscape, here’s a list of some popular providers, highlighting what they bring to the table:

Omni

Omni stands out as a comprehensive and user-friendly global HRIS platform designed to streamline HR processes for businesses of all sizes. With a strong focus on automation, compliance, and employee experience, Omni empowers you to manage your global workforce with ease.

Key features:

  • Language localization: Omni provides multiple languages
  • Global payroll: Omni’s robust payroll engine handles complex payroll calculations, tax deductions, and contributions to social security programs in multiple countries and currencies.
  • Benefits administration: Manage various employee benefits programs, including health insurance, retirement plans, and paid time off, staying compliant with local regulations.
  • Talent management: Streamline your talent acquisition process, from recruitment and onboarding to performance management and employee development.
  • Time and attendance tracking: Track employee working hours, manage leave requests, and monitor attendance across different time zones.
  • Reporting and analytics: Generate insightful reports and analyze HR data to gain valuable insights into your global workforce.

ADP Global Payroll

ADP is a well-established name in the payroll industry, and their Global Payroll solution offers a robust platform for managing payroll across multiple countries.

Key features:

  • Global payroll processing: Process payroll in over 140 countries, allowing compliance with local tax laws and regulations.
  • Multi-currency support: Handle payroll in various currencies, making it easy to pay your international employees in their local currency.
  • Tax and social security compliance: Ensure accurate tax calculations, deductions, and contributions to social security programs in different countries.

Workday

Workday provides cloud-based human capital management (HCM) solutions, offering a wide suite of tools for managing your global workforce.

Key features:

  • Global HR and payroll: Manage HR processes and payroll across multiple countries, ensuring compliance with local regulations.
  • Talent management: Attract, recruit, onboard, develop, and retain talent with Workday’s talent management tools.
  • Financial management: Integrate your HR and finance functions for a unified view of your workforce and financial data.

Oracle

Oracle also offers a comprehensive suite of cloud-based HR and talent management solutions designed to help businesses manage their global workforce.

Key features:

  • Global HR: Manage core HR processes, including employee data management, onboarding, and compliance, across multiple countries.
  • Talent management: Recruit, onboard, develop, and retain talent with Oracle’s talent management solutions.
  • Analytics and reporting: Gain insights into global workforce data with Oracle’s reporting and analytics tools.

Choosing the Right Global HRIS System for Your Team

best global HRIS systems

Omni makes it easy to support employees across multiple countries, time zones, and currencies.

Affordable, functional, and suitable for modern growing businesses— Omni is the payroll provider that your business can rely on. With a comprehensive payroll solution tailored to various countries specific requirements with features like support for HKD, SGD, and MYR, automated tax calculations, and managed contributions, HR teams can simplify their payroll processes while ensuring adherence to regulatory standards.

Our centralized document management solution makes gathering the necessary data required to apply for employment passes, rental schemes, and other country-specific initiatives seamless and timely. With customized workflows and automated reminders, HR can help empower employees to manage the deadlines and documentation requirements for applications. And centralized documents and real-time data makes it easy for employees to access salary information and produce reports and documents necessary for verification.

Additionally, Omni’s customizable dashboard allows your teams to set and manage calendars pre-loaded with country or region specific holidays and timezones, seamlessly onboarding individuals in various locations.

Book a demo with our team to learn more about how Omni can support your international workforce.

Singapore’s Paternity Leave (GPPL) Explained

In 2022, the take-up rate for paternity leave Singapore stood at 53 percent – the same as prior years– although there are now more adoption and paternity leave claims across the country. But there is still a percentage of fathers who do not get to spend time with their newborns. 

In this article, we will discuss how Government-Paid Paternity Leave (GPPL Singapore) works and additional information on how you can manage paternity leave Singapore to make your workplace intentional about employee well-being and mental health

The Ministry of Social and Family Development supports eligible working fathers (including self-employed fathers) to have paternity leave claims. Fathers are also important in caring for their newborn children and this encourages shared parental responsibility.

Do employees get paternity leave Singapore?

GPPL Singapore

In Singapore, paternity leave is available under the Government-Paid Paternity Leave scheme. To qualify, these three criterias must be met:

  • Lawfully married to the child’s mother.
  • The child must be a Singaporean citizen at birth.
  • Must be continuously employed for at least three months before the birth.

Eligible fathers have the right to two weeks of fully paid paternity leave Singapore. This leave should be taken within 12 months from the child’s birth. It is worth noting that from 1 April 2025 onwards, all eligible working fathers will be entitled to 4 weeks of paternity leave Singapore. 

Employers are obligated to provide this leave, and the government reimburses employers for the wages paid out during that period. Employees who are eligible for paternity leave Singapore are asked to provide at least a week’s notice or as early as possible to their employers and may also be asked to provide supporting documents such as the birth certificate of the child.

Is it mandatory for employers to provide GPPL Singapore?

GPPL Singapore is statutory and has to be provided for every eligible employee. All employers in Singapore will need to provide the GPPL to eligible working fathers. The Singaporean government will then reimburse the employer for wages paid for paternity leave up to a certain amount per week.

In this way, fathers are encouraged to take the time to bond with their newborns without putting financial stress upon employers. The mere fact that GPPL is mandatory underlines the commitment of the government to supporting family bonding and the well-being of working parents and children in the early stages of parenthood.

What is the eligibility requirement for paternity leave Singapore?

Here are some criterias that needs to be fulfilled while determining the eligibility for paternity leave Singapore:

  • Status of marriage

The father will be expected to be legally married to the child’s mother. This is because it ensures that such time off falls within the recognized setting of a family. 

  • Child’s citizenship

The child must be a Singaporean citizen by birth. What this means is that at least one of the parents should be a Singaporean or the child becomes a citizen through other legalities. In this case, when a Singaporean citizen and a foreign national give birth in Singapore and that child becomes a Singaporean citizen, the father can claim paternity leave.

  • Employment duration

The father must have been in continuous employment for three months before the birth of his child. This ensures that the father has had an established employment relationship. For example, if an employee has been working with his company for six months before his child is born, he qualifies for paternity leave Singapore. However, if he started his job only a month before the birth, he would not qualify.

In cases where a father is self-employed or his employer does not provide paid paternity leave, the Government Paid Paternity Benefit (GPPB) provides financial support comparable to the GPPL. Eligible fathers are expected to apply directly to the government for this benefit. 

However, they have to meet similar conditions as GPPL Singapore such as: 

  • Being legally married to the mother of the child.
  • Newborn must be a Singaporean citizen. 

Once approved, they are provided with the GPPB Singapore which is their income equivalent during the period of leave, subject to a cap. 

What is the current entitlement for paternity leave Singapore 2024?

As of 2024, eligible working fathers are entitled to 2 weeks of paternity leave under GPPL Singapore. These two weeks may be taken consecutively or in two separate weeks, in mutual agreement with the employer and employee. 

The leave must be used within 12 months of the child’s birth according to general leave management. In return for this time off, the government reimburses that portion of wages to the employer for that period, up to a cap of SGD2,500 per week or a total of SGD10,000.

However, from 1 April 2025 onwards, the additional two weeks of voluntary GPPL will be made mandatory. Eligible working fathers whose children are born on or after 1 April 2025 will be entitled to four weeks of GPPL.

Also, there is an additional increase in the notice period to four weeks for fathers who would like to take the leave. Working parents with irregular employment arrangements are not left out as short-term contract workers can also enjoy parental leave benefits under the new Shared Parental Leave Benefit (SPB) scheme. Eligible parents will be able to claim reimbursement from the government for time taken off work to care for their newborns. 

How does GPPL Singapore work?

Now that you know all about qualifying for paternity leave Singapore, let’s talk about how it works. 

Application

The application is straightforward, eligible fathers are required to give a notice period of at least to their employers before taking GPPL Singapore or as soon as practicable since there can be cases of birth before the expected dates of delivery. They may be requested to provide additional documents supporting the claim for verification, such as marriage certificates and the child’s birth certificate. 

Approval

The employer will then review the application and documentation provided to ensure that the employee is eligible. Once the conditions are met, approval can be given. Employers (mostly through the Human Resources team) and employees may come to an agreement on the timing and structure of the leave taken.

Payment

During this period of paternity leave Singapore, the employer will continue to pay for the usual wages of the father. The government reimburses such wages to the employer during this period, up to a set cap per week. This relieves the burden on the employer while the father takes time off.

Additional considerations

  • Employers can grant additional GPPL on a voluntary basis

Besides the statutory two weeks, employers can voluntarily give more GPPL Singapore. Although this is not reimbursable by the government, this may be granted by companies themselves as part of corporate employee policies and practices for family-friendliness.

  • Employers may offer flexible work arrangements

Some employers may provide flexible work arrangements, such as flexible hours or the opportunity to work from home for working fathers, in addition to the basic amount of leave given. This flexibility helps working parents to balance work and family responsibilities more effectively and also signals to the employee that employers care for their wellbeing.

Manage Paternity Leave Singapore Effectively with Omni

paternity leave claim

Paternity leave Singapore plays a crucial role in supporting working fathers during the childbirth period. Understanding the policies and ensuring compliance is essential for organizations to create a supportive work environment, boosting morale and employee engagement. Addressing these paternity leave Singapore challenges requires HR professionals to invest in modern leave management systems. 

Read next: The 7 Best HR Software Singapore Has to Offer in 2024

Omni’s all-in-one HRIS makes it possible to manage the entire end-to-end employee life cycle in one platform. Our robust time off management capabilities allow HR teams to streamline the management process of paternity leave Singapore.  With customizable leave allowances, employers can set paternity leave criteria based on Singapore standards, company policies, or individual eligibility, simplifying compliance efforts and standardizing benefit allocation for their teams. These automated processes help HR professionals track eligibility, manage paternity leave applications, and ensure proper reimbursement with ease, while ensuring employees get the time they need to recover and return to work productive and engaged. 

Omni also seamlessly integrates with your team’s most loved work tools such as Slack, enabling managers to receive and manage time off approvals directly within the messaging platform, removing time-consuming steps from leave management with a quick push of a button. With automated calculations, employees and managers can easily view paternity leave balances in real-time without the intervention of HR. 

Our employee self-service portal empowers employees to swiftly submit their paternity leave requests, automatically routing to the appropriate managers with customizable approval workflows. And our user-friendly mobile application allows for on-the-go approvals and communication, so you can manage leave balances and employee benefits from anywhere. 

Our localized solutions and unified system merges your paternity leave Singapore management efforts with payroll processing, facilitating automatic, accurate calculations and compliance with local regulations. 

Book your demo with us today to learn more about how Omni can transform your leave management processes, saving you time, reducing administrative burdens, and enhancing overall efficiency.

Global Employer of Record Guide: Taiwan

Taiwan, a vibrant island with bustling cities, rich cultural heritage, and technological advancement. The nation boasts a population of around 23 million people, a well-educated workforce, and a healthy economy spurred on by industries including electronics, manufacturing, and services. Their market economy is heavily dominated by trade and export and it is ranked high in terms of civil liberties, healthcare, and human development. 

A Taiwan Employer of Record, also called a Professional Employer Organization (PEO), is a third-party company that takes on the legal responsibility of employing staff on behalf of a company. This includes payroll, tax compliance, fringe benefits, and other administrative tasks. The EOR model allows businesses to hire employees in Taiwan without the necessity of setting up a legal entity in the country.

We specifically created this guide to help you understand Taiwan Employer of Record and how best to use them for your business expansions. 

Benefits of Using Employer of Record Taiwan

Taiwan PEO

Businesses looking to expand to Taiwan are on their way to exploring more opportunities to grow yet it comes with its various challenges. That is where an EOR can make all the difference. Here are some benefits of Employer of Record Taiwan:

Hire local talent

When you’re looking to tap into Taiwan’s local talent pool of qualified professionals, an EOR is your best friend. They have local knowledge to enable you to find and hire suitable talent quickly. You will not have to spend months in an attempt to understand the local job market and the practices of recruitment. You can immediately use the established networks and knowledge of your Taiwan PEO. This means you can onboard top talent who’s already familiar with the local culture and ways of doing business, thereby giving your company a competitive advantage.

Compliance

The labor laws in Taiwan can be confusing to understand as a new business, and it’s an uphill task to understand them if you are less than familiar with the legal environment. Hiring an employer of record Taiwan helps take the burden off your shoulders by ensuring full compliance with all local regulations, everything from employment contracts down to statutory benefits. You have complete assurance that you are not breaking laws that could otherwise attract heavy fines or bring you into legal disrepute as compliance is a serious matter in every country. 

Risk Mitigation

Expansion to a new country is always filled with some percentage of risk, but having a Taiwan PEO in place helps minimize most of these risks. The employer of record Taiwan assumes all legal liabilities for employment. This lessens your liability and saves your business from potential litigation or disputes that may arise. It’s like having a safety net that allows you to focus on growth without constantly looking over your shoulder for legal pitfalls.

Cost effective

An employer of record Taiwan can be cost effective as it eliminates the need to set up a local entity, which saves on initial costs and reduces legal complexities. Taiwan PEO also helps with managing payroll, compliance, and benefits, streamlining operations and mitigating employer liability. This allows companies to hire quickly, scale their workforce flexibly, and focus on core business activities while ensuring adherence to local labor laws.

Focus on core business

This is perhaps the most important benefit of using an EOR, you’re helped to focus on what you do best in your business. Hiring an employer of record Taiwan frees you from administrative tasks or observance of regulations, so you can drive your energies into strategic initiatives and developing your business. The EOR handles the nitty-gritty details, giving you the freedom to innovate and expand your market presence in Taiwan.

How does an employer of record in Taiwan work?

Expanding your business to Taiwan will be easy while using an EOR. This is how an Employer of Record Taiwan handles some things that relate to employment so you have a smooth transition and operation.

1. Hiring process

The employer of record Taiwan will handle all the hiring processes on your behalf. Because of their local knowledge, they source and recruit competent candidates fitting your requirements. Since they have an understanding of the job market of Taiwan, the EOR can find their way through various barriers to culture and language with ease; hence, making the process quicker and efficient. 

2. Employment contract

Once the ideal candidate is identified and selected, the contract of employment is drafted and maintained by the Taiwan PEO. These contracts are tailor-made for Taiwanese labor laws and include important topics such as job scope, remuneration, and termination conditions. In this way, you and the performing employee will be on the same page as to what exactly is expected of the employee and avoid misunderstandings and disputes that may occur.

3. Payroll and benefits

The EOR also assumes total responsibility for payroll, which, among other aspects, ensures that salaries are paid in a timely and accurate manner. They handle tax withholdings and social security contributions in compliance with local regulations. The employer of record Taiwan also manages employee benefits, covering health insurance and pensions to ensure all statutory and company-specific benefits are provided.

4. Compliance

From the labor law standpoint, it is compulsory for your company to follow Taiwanese labor-related laws. The employer of record Taiwan will ensure your company is liable for all the legal issues required in the domain of employment, tax, and laborers’ rights, reducing the risk of receiving any legal issues and/or fines. Making sure your company is compliant with all laws is the sole responsibility of your EOR.

5. HR administration

The employer of record Taiwan also manages day-to-day HR administration tasks. This includes maintaining employee records, handling leave requests, and addressing any HR-related queries or issues.

Things to Consider When Choosing Employer of Record Taiwan

Taiwan employer of record

Selecting the right employer of record is necessary for your successful expansion into Taiwan. Here are some key factors to consider:

Local expertise

You have to ensure the EOR has deep knowledge of the Taiwanese market. Their understanding of local culture, language, and business practices will be invaluable in hiring and managing employees in Taiwan. You can find reviews online and ask business associates in Taiwan for recommendations. 

Compliance track record

You can also check the EOR’s history of compliance with Taiwanese labor laws. A strong track record in legal compliance ensures your business avoids potential legal issues and penalties, providing peace of mind. One practical way to do this is to check their website and look at companies they’ve worked for to evaluate their track record.

Service offerings

Also, you should evaluate the range of services the EOR provides. Beyond payroll and benefits, look for additional support in areas like recruitment, employee training, and performance management. Hiring an employer of record Taiwan with a comprehensive service package can simplify your business operations.

Technology platform

It’s also best to consider the technology platform the EOR uses to manage HR processes. A user-friendly HR software like Omni can streamline payroll, benefits administration, and employee management making it easier for your workplace to be efficient.

References and testimonials

This is intertwined with some of the factors above, references and testimonials from other companies that have used the employer of record’s services will help you evaluate if they’re a good fit for you. Positive feedback from satisfied clients will give you confidence in the Taiwan PEO’s ability to meet your business needs.

Challenges and Risks for Taiwan Employer of Record

When using a Taiwan PEO, you should be aware of potential challenges and risks like: 

Complex Taiwan employment law

Taiwan’s employment laws are constantly evolving and businesses need to always adjust. For new businesses navigating labor laws around contracts, benefits, and terminations requires expertise. Because mistakes can lead to legal complications or financial penalties, this is what you need to work with a PEO Taiwan that has a deep understanding of local laws.

Employer of record Taiwan selection

Choosing the right Employer of Record Taiwan is a must for your company. A poor selection can result in inadequate service, compliance issues, or even reputational damage. You should thoroughly vet potential partners, and assess their track record we earlier recommended, and service offerings to ensure they align with your business needs.

Protecting employee data

Data protection is a big deal in today’s world, especially with the increasing focus on privacy regulations. A Taiwan PEO should implement strict data security measures to safeguard sensitive information about employees. It should be pursued with due compliance regarding local and international data protection laws to avoid breaches of trust.

Frequently Asked Questions for Employer of Record Taiwan

1. What is an EOR?

An employer of record is a third-party company that will take over all formal employment responsibilities on behalf of your company. This includes paying payroll, taxes, and other compliance and benefits to enable you to stay focused on core business activities without the need to set up a legal entity in Taiwan in this case.

2. How long does it take to hire an employee through an employer of record Taiwan?

Generally speaking, hiring via a Taiwan PEO takes less time than more traditional routes. It may take several days to a couple of weeks, given the complexity of the role and the availability of candidates.

3. What are the costs associated with using an employer of record Taiwan?

The cost may vary depending on the services required, the number of employees, and the complexity associated with compliance needs. Generally, the charges can be tagged as a percentage of one employee’s salary or as a flat monthly fee. Special pricing should be discussed directly with the service provider.

4. Can I terminate an employee through EOR Taiwan?

Yes, you can terminate an employee through a Taiwan employer of record. The EOR will make sure that termination is done according to the local labor laws and handle all necessary documents and procedures for the purposes of minimizing the legal risks involved.

5. Does an employer of record Taiwan provide benefits to employees? 

A Taiwan employer of record typically provides statutory benefits, including health insurance and pension contributions. Supplemental benefits can also be given, but they depend on your company’s policies and local market requirements.

6. Can an employer of record Taiwan help with visa and work permit applications?

Yes, many PEO Taiwan can help you through with visa and work permit applications. They will handle the process on your behalf, ensuring that all the immigration laws are followed, and aiding your employees with what they need legally to work in Taiwan.

Maximize Your Business Potential with Employer of Record Taiwan

An employer of record Taiwan can be a valuable asset for businesses looking to expand into the Taiwanese market. By partnering with a reliable and reputable EOR, you can streamline your HR processes, mitigate risks, access global top talents, reduce costs, and enhance your company’s reputation in Taiwan. 

Omni makes it easy to support employees across multiple countries, time zones, and currencies.

Our centralized document management solution makes gathering the necessary data required to apply for employment visas and other country-specific initiatives seamlessly and timely. With customized workflows and automated reminders, HR can help empower employees to manage the deadlines and documentation requirements for applications. And centralized documents and real-time data makes it easy for employees to access salary information and produce reports and documents necessary for verification.

Our dedicated local team of experts provides personalized support and ensures your business remains compliant with Taiwan’s labor laws. Book your demo with our team to learn more about how Omni can help maximize your business potential.

Global Employer of Record Guide: Australia

With natural resources, a thriving economy, a diverse social component, an up-to-date digital infrastructure, and a business-friendly environment, Australia is a popular spot for international business owners looking to grow their businesses. Indeed, it’s listed as one of the top 15 countries with the best GDP in 2024. 

Now, Australia’s foreign policy may regulate international hiring; however, it takes an expert to abide by these regulations skillfully. For that reason, you need an employer of record Australia.

EORs act as your trusted business partner and the official employer for the Australian workforce, handling payroll, taxes, and compliance. They save you months of paperwork and relieve you of the stress of compliance with Australian labor laws. On top of that, they’re different from Australia PEO.

Below, we’ll cover the main benefits, risks, and job responsibilities of an EOR and help you choose one.

Benefits of Using Employer of Record Australia

Australia employer of record

If you’re on the fence about hiring an employer of record Australia, learning about its benefits will show you whether it’s worth the investment.

Hire local talent 

With an employer of record, Australia’s talent pool becomes readily available. They connect you with an on-call network of potential hires, write and manage employment contracts, and handle the foreign worker recruitment process in Australia. As such, there’s no need for a local entity in Australia, which facilitates global expansion.

Compliance

An employer of record Australia is well-versed to navigate taxes and local labor laws and regulations.

The main regulation is the Fair Work Act, which governs employment relations in Australia. It also sets the minimum statutory standards and conditions (11 obligatory entitlements in all employment contracts). Additionally, separate state legislations may apply to public sector employees, such as South Australia, Queensland, and Tasmania.

Risk mitigation

An EOR minimizes the otherwise high risk of legal challenges accompanying global expansion and establishing an entity in another country. Their compliance with Australian law prevents penalties, fines, and legal disputes, protecting your business profits. If there are any, the EOR is the legal entity subject to them.

Not to mention, your Australian employees will enjoy low-risk levels working under a local legal entity. They’ll feel confident that the local EOR will withhold the right taxes, set up payroll easily, set compliant insurance policies, and issue employee fringe benefits as required by the law.

Cost effective

The minimum wages in Australia are relatively high as it is, so EOR cost savings are of the highest importance if you intend to expand to Australia. As mentioned earlier, they reduce the risk of legal problems, preventing costly penalties and fines.

Additionally, you won’t pay the fees of establishing a legal entity in Australia. This is cost-effective, especially if you aren’t hiring a large Australian team because you’ll only be charged by the EOR service per employee. Finally, EORs give you access to payroll software and resources for new Australian hires.

Focus on core businesses

Hiring an employer of record Australia, means outsourcing most administrative tasks. It makes payroll, training hiring, onboarding, and tax filing processes more efficient.

In other words, they do the administrative work so that you can do the work that only you can do: your core business operations. With an improved HR workflow, you’ll surely save on operational costs.

How does an employer of record in Australia work?

By understanding the responsibilities of an employer of record Australia, you’ll gain insights into how they’ll help you through business expansion and determine whether you want them in the picture or not.

1. Hiring process

The EOR recruits Australian employees fast, given their access to a wide pool of top Australian talents.

They post job ads on popular networking platforms, such as CareerOne, CareerJet, Adzuna, and Indeed Australia. Then, they shortlist applicants and find good fits for the needed roles. Also, the EOR ensures that the chosen applicants are legally eligible to work in Australia.

2. Employment contract

An employer of record Australia, drafts a legally sound and customized employment contract for your Australian hires. They should abide by the 11 obligatory entitlements stated in the Fair Work Act. They include the following key information:

  • Employer and employee name and details
  • Job titles and descriptions
  • Employment type
  • Compensation, such as rates, benefits, bonuses, and overtime
  • Leave entitlements
  • Work schedules
  • Probation period
  • Start date and work locations
  • Termination and resignation policies
  • Confidentiality agreements
  • Dispute resolution policies
  • Intellectual property rights
  • Privacy policies
  • Non-compete agreements (prohibiting your employees from competing with your business during or after their employment period for a specific period)

Read next: How to Define Your Employee’s Job Scope (With a Template!)

3. Payroll and benefits

Payroll and benefits management for the new Australian hires, while minding the local policies and regulations, falls under the responsibilities of the employer of record Australia. 

They process their payroll, which includes enrolling them into the system, withholding taxes, issuing payslips, and managing deductions and allowances. As for benefits, the Australia employer of record issues benefits while complying with the National Employment Standards (NES) in Australia, which govern the following:

  • Maximum weekly hours
  • Flexible working arrangement requests
  • Offers and requests to switch from casual to permanent employment
  • Different leave entitlements
  • Public holidays
  • Notice of termination
  • Redundancy pay

4. Compliance

The main reason to hire an employer of record Australia is compliance, which is possible with their in-depth knowledge of Australian employment, such as the Fair Work Act and the National Employment Standards (NES).

An EOR Australia guides you through local taxes, payroll and benefits management, and termination procedures. Think minimum wages, resources, superannuation contributions, first-aid, and workplace health and safety regulations.

5. HR administration

EORs take on global HR functions for the outsourced Australian hires. You can count on an employer of record to provide you with local, continuous HR support with recruitment, onboarding, and performance management.

Things to Consider When Choosing Employer of Record Australia

EOR Australia

For an employer of record to truly facilitate global expansion, you must rate them according to the following criteria and ensure they’ll live up to your expectations:

Local expertise

Australian EORs must have thorough knowledge and experience in the local employment laws and regulations. This way, they can follow them in their HR administration, payroll management, immigration procedures, benefits administration, and tax filing.

Also, with an employer of record Australia-specific labor customs shouldn’t go unnoticed so that you can navigate cultural nuances. For instance, they should know that bonuses are common in Australia and when it’s advisable to issue them. Not to mention, their established networks should connect you with Australian talents.

Compliance track record

Checking an EOR’s compliance track record is a no-brainer because it helps you hand over part of your business with an easy mind.

Ask yourself how responsive they are. Are they transparent about their processes? Do they have sufficient experience? Look at their social proof, and avoid EORs with past legal issues and compliance breaches.

Service offerings

Aside from the basics like compliance and payroll management, what services are you looking to outsource to the EOR? What are your business needs? Make a list, and evaluate different EOR packages accordingly.

For example, do they give you access to the HR integration you want? Are their data security measures sufficient? How much do they communicate with you? Better yet, do they have customizable or flexible packages?

Technology platform

As we’ve briefly mentioned, an Australia employer of record should give you access to remote management tools and payroll solutions that are compliant with local labor laws.

Such platforms should help onboard employees (like signing local employment contracts), process payroll, administer benefits, manage your outsourced Australian workforce, and give you control over labor costs. It might even alert you to local labor law changes, keeping your business 100% compliant and error-free.

References and testimonials

It’s always a good idea to check the online reviews, ratings, testimonials, references, and press coverage of the EOR service providers you’re eyeing.

Try third-party review sites, such as Capterra, Trustpilot, and G2. By conducting such research, you can learn about each service provider’s operations and see how satisfied their former and current clients are with their services.

Challenges and Risks for Australia Employer of Record

You’ve learned the perks of an employer of record Australia, so it’s only fair that you learn the risks. This way, you can form an unbiased opinion, make an informed decision, and consider how you’ll navigate these potential hurdles.

Complex Australia employment law

Labor laws in Australia are complex because they regulate employment while being mindful of the different employment types, sectors, age groups, ethnicities, genders, religions, races, and social and economic backgrounds.

Along with attempting to be fair and provide good conditions for employees, they attempt not to burden employers financially to the point that hinders their business growth and the country’s economy.

As a result, you see the complex employment laws in Australia, including tax laws, strict visa requirements, and workplace regulations. But to an employer of record, Australia laws should be kept under their radar at all times. The main provisions they should know about are the following:

Employer of record Australia selection

When it comes to selecting an employer of record Australia has no shortage of them, but the difficulty lies in finding the right service for your needs. After all, you want an affordable, transparent, and responsive EOR with the services you require. So, determine your business needs and compare them to the EOR offerings.

Protecting employee data

Sharing data with third-party vendors creates risks of data breaches from manual uploads, so security measures are crucial. EORs should offer secure storage solutions, encryptions, around-the-clock maintenance, and industry-standard privacy regulation compliance to protect your company, intellectual property, and employee data and prevent security attacks.

Frequently Asked Questions for Employer of Record Australia

1. What is an EOR?

An employer of record is the legal employer of the workers you’re recruiting in a different country. They handle hiring, recruitment, salaries, management, and HR processes. This way, you can hone in on day-to-day business operations.

2. How long does it take to hire an employee through an employer of record Australia?

You can welcome your Australian workers into your company within days of hiring an EOR (compared to four to 12 weeks otherwise). That’s because an EOR has an entity in Australia and an already established network of potential hires.

3. What are the costs associated with using an employer of record Australia?

EOR costs are either a fixed monthly fee per employee or a percentage of payroll plus applicable taxes. Add to that administrative fees, onboarding charges, and extra charges for supplemental features. If it’s a percentage, it could range from 10% to 20%.

4. Can I terminate an employee through EOR Australia?

Yes, you can terminate employment agreements via an EOR. They ensure termination procedures are compliant, including final pay and entitlements, redundancy, unfair dismissal, severance pay, and notice of termination.

5. Does an employer of record Australia provide benefits to employees?

Yes, an EOR administers local and global benefits to the outsourced Australian workforce. Benefits include mandatory and optional ones, and the latter gives your business an edge over competing businesses for potential hires.

6. Can an employer of record Australia help with visa and work permit applications?

Yes, they can. As the legal employer, they facilitate obtaining work visas and permits for your Australian employees and check that they can legally work, given their understanding of local regulations, ensuring business compliance.

Maximize Your Business Potential with Employer of Record Australia

An employer of record Australia can be a valuable asset for businesses looking to expand into the Australian market. By partnering with a reliable and reputable EOR, you can streamline your HR processes, mitigate risks, access global top talents, reduce costs, and enhance your company’s reputation in Australia. 

Omni makes it easy to support employees across multiple countries, time zones, and currencies.

Our centralized document management solution makes gathering the necessary data required to apply for employment visas and other country-specific initiatives seamlessly and timely. With customized workflows and automated reminders, HR can help empower employees to manage the deadlines and documentation requirements for applications. And centralized documents and real-time data makes it easy for employees to access salary information and produce reports and documents necessary for verification.

Our dedicated local team of experts provides personalized support and ensures your business remains compliant with Australia’s labor laws. Book your product tour with our team to learn more about how Omni can help maximize your business potential.

Global Hiring Guide: Vietnam

Vietnam is one of Asia’s populous countries and a major economic power. It also holds for an attractive destination for businesses who wish to expand and for hiring foreign workers in Vietnam. This is because its workforce and economy offers a combination of cost-effectiveness, skill, adaptability, and favorable government policies. 

However, businesses often face challenges during the recruitment process, especially with navigating Vietnamese labor laws and understanding complex regulatory requirements.

In this article, we will walk you through the step-by-step process of hiring foreign workers in Vietnam along with essential insights into local labor laws and compliance requirements. 

1. Understanding the Vietnamese Labor Market

Vietnam foreigner minimum wage

Hiring foreign workers in Vietnam begins with a comprehensive understanding of the local labor market. Vietnam offers a dynamic workforce, but there are important legal frameworks and standards that employers must adhere to.

Labor laws

Established under the now amended 2021 Labor Code, these laws were introduced by the Vietnamese government as a way to navigate and regulate the relationship between employers and employees, ensuring fair treatment, safety, and equitable working conditions. 

The labor code addresses a variety of issues such as minimum wage, working hours, child labor, workplace safety, anti-discrimination practices, and the right to unionize. 

They serve as a protective measure to safeguard the rights of workers while establishing guidelines that employers must follow to promote a balanced and productive work environment. 

Minimum wage

Companies hiring foreign workers in Vietnam must ensure they comply with the country’s regulations on minimum wage and compensation. As of recent updates, Vietnam sets a region-based minimum wage that differs across its provinces and cities. 

Vietnam currently utilizes two types of minimum wages. 

The first type is known as the common minimum wage and is set at VND 2,340,00 (approximately $93). This wage applies to employees in state-owned organizations and is used to calculate social contributions across all enterprises.

The second type of minimum wage when it comes to Vietnamese hiring is the regional minimum wage. This varies by geographic zone and is applicable to non-state enterprises. The rates for 2024 are:

  • Region I: VND 4,960,000
  • Region II: VND 4,410,000
  • Region III: VND 3,860,000
  • Region IV: VND 3,450,000

Working hours

Standard working hours in Vietnam are eight hours a day, 48 hours per week. Overtime must be compensated, and there are strict regulations on the maximum amount of overtime an employee can work.

Social security

Another concept you must understand when it comes to hiring foreign workers in Vietnam is social security. Both employers and employees are required to contribute to Vietnam’s social security system if the foreign employee has a contract lasting one month or more. This system provides coverage for sickness, maternity, occupational diseases, retirement, and death benefits.

2. Process for Vietnamese Hiring

Once you are familiar with the legal framework, you can move on to the actual hiring process. This typically includes creating job descriptions, recruiting through appropriate channels, and offering competitive job packages.

Job description

The first step in the Vietnamese hiring process involves outlining a clear job scope. Ensure the job title and duties comply with Vietnamese labor regulations, and for foreign workers, outline any specific skills or qualifications required.

Recruitment channels

When considering hiring foreign workers in Vietnam, you must think of how you’ll attract and engage potential candidates to fill those roles. In Vietnam, recruitment can be done through various channels, including online job portals, local recruitment agencies, and networking platforms. Popular websites like VietnamWorks and CareerViet are widely used to find talent.

Screening and selection

The next process involves reviewing resumes and conducting screening interviews to identify the best fit. Focus on verifying the candidate’s personal and professional background, work experience, relevant skills, and legal eligibility to work in Vietnam.

Job offers

In Vietnam, job offers are extended after a suitable candidate is identified. This document should contain salary, responsibilities, fringe benefits and employment terms. Be clear about any probationary period, which can last up to 60 days under Vietnamese law.

3. Onboarding and Compliance for Hiring Foreign Workers in Vietnam

Successfully hiring foreign workers in Vietnam involves complying with strict regulations related to work permits, employment contracts, and social security registration.

Employment contracts

A written employment contract is mandatory in Vietnam. 

For the employee, it provides clear terms regarding their job role, salary, working hours, benefits, and conditions for termination. It also offers protection under Vietnam’s labor laws, ensuring that they receive the rights and benefits they are entitled to, such as social insurance, paid leave, and a safe working environment.

For the employer, the contract serves as a legally binding document that defines the responsibilities and expectations for both parties. It helps protect the business by clearly outlining performance standards, probation periods, and grounds for termination, reducing the risk of disputes. Additionally, it ensures that the company complies with Vietnamese labor regulations, preventing potential legal issues and fines.

Under the labor code, Vietnam specifies two types of employer contract: indefinite and fixed term. 

Indefinite employment contracts do not specify a duration or termination date. It allows for ongoing employment until either party decides to terminate the contract.

Fixed term contracts, on the other hand, have a specified duration, which cannot exceed 36 months. 

Work permits

Obtaining a work permit is an essential requirement for businesses hiring foreign workers in Vietnam. Without this permit, businesses cannot legally employ foreign nationals, which may result in penalties and complications for both the employer and employee. 

Ensuring compliance with local regulations is critical for smooth operations and avoiding legal issues. The employer is responsible for initiating the application process and submitting the required documents:

  • Valid passport
  • Visa
  • Job offer letter
  • Employment contract 
  • Health certificate 
  • Police clearance certificate 
  • Other documents, depending on the specific circumstances, additional documents may be required, such as educational certificates, work experience certificates, or specific industry licenses.

Social security registration

Foreign workers must also be registered for social security in Vietnam if they have a work contract lasting more than one month. 

Social security registration is mandatory for foreign workers in Vietnam to ensure they have access to essential social benefits and contribute to the country’s social security system. This requirement aligns with the government’s goal of providing a safety net for all workers, regardless of their nationality.

Induction training

Induction training is a crucial component of the onboarding process for hiring foreign workers in Vietnam. It serves as an introduction to the company culture, policies, and procedures, ensuring that new employees are well-prepared to contribute effectively to their roles. Familiarizing foreign workers with the company’s policies, rules, and procedures is also essential for compliance and avoiding misunderstandings.

4. Managing Your Workforce

Effective workforce management in Vietnam involves understanding payroll, benefits, leave entitlements, and performance management systems.

Vietnam payroll and benefits 

Payroll in Vietnam must be processed in compliance with local laws. Employees are paid monthly, and salary deductions for taxes and social security contributions must be made accurately.

Leave management 

Employees in Vietnam are entitled to various types of leave:

  • Annual leave: For employees who have worked for 12 months, they are entitled to 12 days of paid annual leave.
  • Public holidays: Vietnam observes 11 public holidays annually, including significant dates like Tết Nguyên Đán (Lunar New Year), Reunification Day, and National Day. If a holiday falls on a weekend, the following Monday is typically observed as a day off.
  • Maternity leave: In Vietnam, the specific duration of maternity leave can vary depending on the number of children born and the type of employment. For example, in the case of the birth of a single child, female employees are granted 126 days of paid leave. If twins or more are born, the maternity leave can be extended to 156 days. 
  • Paternity leave: Male employees are entitled to 5 days of paid leave. However, male employees who contribute to social insurance can take paternity leave in the first 30 days from the day the baby is born.
  • Sick leave: Employees are also entitled to sick leave, the duration of which depends on their contributions to the social security fund.
  • Parental leave: Female employees are entitled to 6 months of maternity leave, fully paid by social insurance. Fathers can take 5 days of paid paternity leave for a normal delivery, 7 days for cesarean sections, and up to 14 days for multiple births.

Performance management

Hiring foreign workers in Vietnam requires a well-structured performance management system. This ensures that employees meet the company’s standards and continue to develop their skills. Employers should establish clear performance goals, conduct regular evaluations, and provide feedback to help employees improve.

Relevant reading: The 9-Box Grid: Your New Favorite Performance Assessment Strategy (With a Template!)

Employee relations

Good employee relations are important when hiring foreign workers in Vietnam. Employers should encourage communication, respect cultural differences, and address issues quickly to create a positive work environment and keep employees happy.

Compliance

Compliance is also essential when hiring foreign workers in Vietnam. Employers must adhere to Vietnamese labor laws, including employment contracts, work permits, social security contributions, and tax obligations. Ensuring compliance protects the company from legal penalties, helps maintain a good reputation, and ensures smooth business operations while fostering trust with employees.

5. Taxes and Contributions

Vietnam’s tax system for employers and employees is straightforward but requires accurate compliance with tax laws and contribution obligations.

Employer obligations

For employers hiring foreign workers in Vietnam, they must contribute to social insurance, health insurance, and unemployment insurance on behalf of their employees. These contributions are calculated as a percentage of the employee’s gross salary.

Social insurance contributions

Another important factor to consider when hiring foreign workers in Vietnam is the requirement for mandatory social insurance. The purpose of social insurance is to provide financial protection for employees in case of retirement, sickness, maternity, occupational accidents, or death. It ensures that workers have access to benefits during these situations, helping them maintain financial stability when they are unable to work. Employers and employees both contribute to the social insurance fund to support these benefits. Employers pay 17.5% of the employees salary into the social contribution fund. 

Health insurance contributions

Health insurance provides medical coverage for employees. Employers contribute 3% of an employee’s salary to the insurance fund. 

Unemployment insurance contributions 

This contribution fund provides financial assistance to employees who lose their jobs. It is mandatory for employees with contracts of at least 3 months. Employers must pay 1% of the employees salary into the unemployment contribution fund. 

Tax compliance

  • Payroll processing: Payroll must be processed monthly, ensuring compliance with minimum wage laws and accurate calculations for overtime and deductions for social insurance and taxes.
  • Record keeping: During the process of hiring foreign workers in Vietnam, employers must maintain detailed records of employee documents. This includes contracts, payroll, contributions to social security, and tax filings for at least five years, as required by law.
  • Tax filing: Annual tax filings must be completed for each employee, detailing their taxable income and any deductions claimed. Employers can assist employees in this process if authorized.

Employee obligations

Employees are also required to contribute to social, health, and unemployment insurance. 

Income tax

In Vietnam, income tax follows a progressive tax rate system, meaning that the tax rate increases as the individual income rises. Employees must use the following tax table to calculate their annual personal income tax liability while filing tax returns. 

Taxable income (VND)Tax rate
0 – 60,000,0005%
60,000,001 – 120,000,00010%
120,000,001 – 216,000,00015%
216,000,001 – 384,000,00020%
384,000,001 – 624,000,00025%
624,000,001 – 960,000,00030%
Above 960,000,00035%
Social insurance contributions

Employees must contribute to social insurance programs, typically around 8% of their monthly salary for retirement and health insurance.

Health insurance contributions

Health insurance in Vietnam provides a comprehensive range of benefits aimed at ensuring accessible healthcare for all employees. For example, employees can access benefits such as medical consultations, hospital stays, surgeries, prescription medications, and preventive healthcare services. Employees contribute 1.5% to the health insurance fund. 

Unemployment insurance contributions 

Employees also contribute to unemployment insurance at a rate of 0.5%, deducted from their monthly salary.

Optimize Your Vietnam Hiring Strategy Today

When it comes to hiring foreigners in Vietnam, it requires meticulous attention to legal regulations and thorough documentation. You should strive to minimize human error by leveraging automation to ensure accuracy and compliance.

Omni’s suite of features makes the Vietnamese hiring process efficient and compliant. With secure and centralized employee records, HR teams can swiftly access employment contracts and essential documents that support the requirements for hiring foreigners in Vietnam.

For leave management, our time off management capabilities allows managers to approve leave applications on the go, and keep track of who’s in and out of the office with at-a-glance scheduling. Our employee self-service portal allows employees to submit their employee time off request, which automatically routes to the appropriate manager thanks to customizable approval workflows. With automated calculations, employees and managers can easily view leave balances in real-time, and track how many vacation days they have left without having to go through HR.  

When it comes time for payroll and tax processing, Omni offers a comprehensive payroll solution tailored to Vietnam’s specific requirements. With features like support for Vietnam dong and automated tax calculations, Omni can help HR teams simplify their payroll processing and ensure compliance with ease.

Book your product tour with our team today to learn more about how Omni can simplify your Vietnamese hiring process.

Global Employer of Record Guide: China

China is one of the main drivers of global business and economy. As such, it’s no surprise many organizations are looking to conduct business there. But more so than elsewhere in the world, China has a complex system of labor laws, prone to change and heavily scrutinized by the government. That’s why so many companies turn to an employer of record China (EOR).

These local experts, based in China, should know the ins and outs of local laws and customs and help you with everything from hiring, to compliance and every HR task in between. In this article, we’re going to look at the benefits you can expect from hiring an employer of record in China, and the qualities to look for when selecting one.

Benefits of Using Employer of Record China

China employer of record

Expanding your business into China can be a game-changer, but navigating the complexities of Chinese labor laws, payroll, and compliance stands to be a daunting task. An employer of record China can be your trusted partner, simplifying your global expansion and allowing you to focus on your core business objectives.

Hire local talent

China has a massive and highly skilled workforce, offering expertise in various fields, from technology and manufacturing to finance and marketing. An EOR can help you tap into this talent pool and find the right candidates for your business needs.

Setting up a legal entity in China can be a time-consuming and expensive process. An EOR eliminates this need, allowing you to hire employees in China without establishing a local entity.

Compliance

Chinese labor laws are complex and subject to frequent changes. An EOR ensures your organization keeps compliant with all regulations, from minimum wage and social insurance contributions to contracts and termination procedures.

Non-compliance can result in hefty fines and legal repercussions. An EOR takes on the responsibility of staying up-to-date with local laws, minimizing your risk of penalties.

Risk Mitigation

A China employer of record assumes legal responsibility for your employees in China, including payroll, taxes, and compliance. This reduces your exposure to potential legal and financial risks associated with misclassification or non-compliance.

They also manage employee benefits and ensure compliance with mandatory social insurance and housing fund programs. This minimizes the administrative burden and potential liabilities for your company.

Cost effective

Establishing a legal entity in China involves significant setup costs and ongoing expenses. An employer of record China eliminates these costs, offering a more affordable solution for global expansion.

Managing payroll, benefits, and compliance for international employees can require additional HR resources. An EOR takes care of these tasks, allowing you to optimize your HR team and reduce overhead costs.

Focus on core business

An employer of record China handles all the administrative burdens of employing workers in China, freeing you up to focus on your core business activities.

With an EOR handling the complexities of hiring and compliance, you can quickly onboard new employees and enter the Chinese market with minimal delays.

An EOR offers a strategic and cost-effective solution for businesses seeking to expand their presence in China. By partnering with an EOR, you can tap into the country’s vast talent pool, ensure compliance with local laws, and focus on your core business objectives, ultimately driving growth and success in this dynamic market.

How does an employer of record in China work?

Now that we’ve got a clear idea of what an EOR actually is, it’s time to take a look at how they work, and what they can do for you and your organization:

1. Hiring process

You conduct your usual recruitment process – advertise the position, screen resumes, interview candidates, and select the best fit for your team. Once you’ve chosen your new hire, the EOR steps in to handle all the onboarding paperwork and legal requirements. This includes drafting compliant employment contracts, setting up payroll, and ensuring all necessary tax and social insurance registrations are in place.

While the employer of record China handles the administrative and legal aspects, you retain full control over your employee’s day-to-day work, assigning tasks, providing feedback, and managing their performance.

Read next: How to Define Your Employee’s Job Scope (With a Template!)

2. Employment contract

The EOR ensures that all employment contracts comply with Chinese labor laws and regulations. This includes aspects like mandatory probation periods, working hours, minimum wage, termination rules, and social insurance contributions.  

The EOR drafts contracts that protect both your company and your employee, minimizing the risk of legal disputes and ensuring a clear understanding of rights and responsibilities.

3. Payroll and benefits

The EOR takes care of all payroll processing, including calculating salaries, deducting taxes and social insurance contributions, and making timely payments to your employees in their local currency.

They can also assist in designing and administering competitive benefits packages that comply with Chinese regulations and attract top talent. This may include health insurance, housing funds, paid time off, and other perks.  

4. Compliance

The employer of record china stays up to date of the ever-changing labor laws and regulations in China, ensuring your company remains compliant and avoids potential penalties. They handle all tax calculations, deductions, and remittances to the relevant authorities, as well as manage your employees’ mandatory social insurance and housing fund contributions.

If you’re hiring foreign nationals, the EOR can assist with obtaining the necessary work permits and visas, navigating the complex immigration process on your behalf.

5. HR administration

An employer of record China manages the entire employee lifecycle, from onboarding new hires to handling terminations and exit procedures while ensuring compliance with local laws. They can implement systems to track employee attendance, leaves, and absences, ensuring accurate payroll calculations and adherence to company policies. 

The employer of record in China maintains secure and up-to-date records of all employee information, including personal details, employment contracts, and performance reviews. They can act as a point of contact for your employees in China, addressing their queries and concerns regarding payroll, benefits, and other HR matters.

In essence, a China employer of record acts as your local HR department, handling all the administrative, legal, and compliance aspects of employment. This allows you to focus on your core business activities, expand your global reach, and tap into the vast talent pool that China offers.

Things to consider when choosing employer of record china

employer of record in China

Partnering with the right EOR is crucial for a smooth and successful expansion into China. With a multitude of providers available, it’s essential to make an informed decision that aligns with your business needs and goals. Here are five key factors to consider when choosing an EOR in China:

Local expertise

In-depth knowledge of Chinese laws: Ensure your EOR has a comprehensive understanding of Chinese labor laws, tax regulations, and compliance requirements. They should be well-versed in the nuances of local legislation, including social insurance, housing fund contributions, and individual income tax.

Cultural awareness: A strong employer of record China should also possess cultural awareness and sensitivity to navigate the intricacies of the Chinese business environment. This includes understanding communication styles, business etiquette, and local customs, which can be crucial for building positive relationships with your employees.

Compliance track record

Proven experience: Look for an EOR with a proven track record of compliance in China. Inquire about their experience working with foreign companies, their familiarity with your specific industry, and their ability to handle any unique compliance challenges.

Transparent processes: Choose an EOR that is transparent about their compliance procedures and can provide evidence of their adherence to local laws and regulations. Ask about their internal controls, audit processes, and how they stay updated on any changes in legislation.

Service offerings

Comprehensive solutions: Beyond basic payroll and tax services, a good EOR should offer a comprehensive suite of HR solutions tailored to the Chinese market. This may include onboarding, visa and work permit assistance, benefits administration, employee data management, and even local HR support for your employees.

Customization options: Your business needs are unique. Look for an EOR that can tailor their services to your specific requirements, whether you’re hiring a small team or rapidly expanding your operations in China.

Technology platform

User-friendly interface: An intuitive and easy-to-use platform can simplify payroll and HR management for both you and your employees. Ensure the EOR’s technology is accessible and efficient.

Integration capabilities: The EOR’s system should integrate seamlessly with your existing HR and payroll software to ensure smooth data flow and avoid manual errors. Inquire about their API integrations and data security protocols.

Data security: Choose an EOR that prioritizes data security and has robust measures in place to protect sensitive employee information in compliance with Chinese data privacy laws.

References and testimonials

Client feedback: Don’t hesitate to ask potential EOR providers for references or testimonials from their existing clients. This will give you valuable insights into their service quality, reliability, and customer satisfaction.

Online reviews: Read online reviews and ratings from other businesses that have used the EOR’s services. This can help you gauge their reputation and identify any potential red flags.

Challenges and Risks for China Employer of Record

While an EOR offers significant advantages for expanding into China, it’s essential to be aware of potential challenges and risks to make informed decisions and ensure a smooth experience.

Complex China employment law

Chinese labor laws are complex and subject to frequent updates. This includes regulations on contracts, working hours, mandatory benefits, termination procedures, and data privacy. Staying compliant requires constant vigilance and expertise.

Understanding Chinese workplace culture and expectations is crucial for effective employee management. Differences in communication styles, hierarchy, and work ethic can sometimes lead to misunderstandings if not properly addressed.

Employer of record China selection

Not all EORs are created equal. It’s crucial to choose a reputable provider with a strong track record, in-depth knowledge of Chinese labor laws, and a proven ability to handle your specific industry and business needs.

Conduct thorough research, read reviews, and request references before selecting an EOR. Ensure they have experience working with foreign companies, a transparent pricing structure, and a strong commitment to compliance.

Protecting employee data

China has stringent data privacy laws, including the Personal Information Protection Law (PIPL), which imposes strict requirements on the collection, use, and transfer of personal data. Your EOR must have robust data security measures in place and comply with all relevant regulations.

China’s data localization requirements mandate that certain types of personal data be stored within the country. Ensure your EOR has the infrastructure and processes in place to comply with these requirements.

Frequently Asked Questions for Employer of Record China

1. What is an EOR?

An EOR is a third-party company that acts as the legal employer of your workers in China, even though you manage their day-to-day tasks. They handle all the HR, payroll, tax, and compliance responsibilities, allowing you to hire talent in China without setting up your own legal entity.  

2. How long does it take to hire an employee through an employer of record China?

The hiring process through an EOR in China can typically be completed within 2-4 weeks. This timeframe can vary depending on factors such as the complexity of the role, the availability of the candidate, and the efficiency of the EOR provider.

3. What are the costs associated with using an employer of record China?

EORs in China usually charge a monthly fee per employee, which covers their services like payroll processing, tax and social insurance contributions, benefits administration, and compliance. The exact cost can vary based on factors like the employee’s salary, the complexity of the role, and the specific services you require. It’s essential to get a clear and transparent breakdown of fees from the EOR provider upfront.  

4. Can I terminate an employee through EOR China?

Yes, you can terminate an employee through an EOR in China. However, it’s important to follow the proper termination procedures outlined in Chinese labor law. The EOR can guide you through the process, ensuring compliance with legal requirements and minimizing potential risks.   

5. Does an employer of record China provide benefits to employees? 

Yes, a reputable EOR in China will help you design and administer a competitive benefits package that complies with local laws and meets your employees’ expectations. This can include mandatory social insurance and housing fund contributions, and additional fringe benefits like health insurance, supplemental pension plans, and paid time off.

6. Can an employer of record China help with visa and work permit applications?

Yes, an EOR can assist with the entire visa and work permit application process for your foreign employees in China. They will handle the necessary documentation, applications, and interactions with the relevant authorities, ensuring a smooth and compliant process.  

Maximize Your Business Potential with Employer of Record China

An employer of record China can be a valuable asset for businesses looking to expand into the Chinese market. By partnering with a reliable and reputable EOR, you can streamline your HR processes, mitigate risks, access global top talents, reduce costs, and enhance your company’s reputation in China. 

Omni makes it easy to support employees across multiple countries, time zones, and currencies.

Our centralized document management solution makes gathering the necessary data required to apply for employment visas and other country-specific initiatives seamlessly and timely. With customized workflows and automated reminders, HR can help empower employees to manage the deadlines and documentation requirements for applications. And centralized documents and real-time data makes it easy for employees to access salary information and produce reports and documents necessary for verification.

Our dedicated local team of experts provides personalized support and ensures your business remains compliant with China’s labor laws. Book your demo with our team to learn more about how Omni can help maximize your business potential.

How to Celebrate Rosh Hashanah and Yom Kippur at Work

As the Jewish holidays 2024 of Rosh Hashanah and Yom Kippur approach, workplaces have a unique opportunity to foster inclusivity and respect for diverse cultural practices

These holidays, which signify the Jewish New Year and the Day of Atonement, respectively, are deeply significant for Jewish employees and their families. Celebrating these occasions at work not only honors their traditions but also enhances team cohesion and understanding. 

This article will explore meaningful ways to acknowledge these Jewish holidays 2024 and show employers and HR leaders how to celebrate Rosh Hashanah and Yom Kippur in the workplace, ensuring that all employees feel valued and included during this sacred time.

What and when is Rosh Hashanah?

Rosh Hashanah is both a religious and cultural holiday in Judaism, carrying deep significance in Jewish spiritual life and cultural traditions. It marks the beginning of the Jewish High Holy Days (also known as the Days of Awe) and is a time for reflection, prayer, and repentance. The holiday usually occurs in September or early October, depending on the Hebrew calendar. For this year, Rosh Hashanah begins on 2 October 2024 and is expected to end on the evening of 4 October 2024. 

What and when is Yom Kippur?

Yom Kippur is also one of the significant Jewish holidays 2024 that takes place 10 days after Rosh Hashanah. This year, Yom Kippur begins on the evening of 11 October 2024 and ends at nightfall on 12 October 2024. This Jewish holiday 2024 is regarded as the day of the atonement and is observed with strict fasting and spiritual cleansing. 

Rosh Hashanah vs Yom Kippur

While both Jewish holidays 2024 such as Rosh Hashanah and Yom Kippur have their similarities, they also share key differences that define the nature and purpose of each holiday.

Rosh Hashanah is primarily a time for celebration, introspection, and setting intentions for the coming year. This period is characterized by reflection on one’s actions and choices from the past year, with a focus on self-improvement and spiritual renewal. Rosh Hashanah is festive, involving meals with family, prayers, and the symbolic blowing of the shofar (ram’s horn) to awaken a sense of repentance.

Yom Kippur, on the other hand, is the culmination of these ten days, and is known as the Day of Atonement. It is a much more solemn and intense day of fasting, prayer, and seeking forgiveness from both God and others for any wrongdoings committed over the past year. The day is dedicated to spiritual cleansing and the final opportunity to atone for sins before God seals the fate for the coming year. Unlike Rosh Hashanah, Yom Kippur involves a complete fast for 25 hours and abstaining from work, as well as focusing heavily on repentance and self-denial.

Why is it important to celebrate?

Respect and inclusion

Recognizing Jewish holidays 2024 like Rosh Hashanah and Yom Kippur shows respect for diverse cultural and religious practices in the workplace. This acknowledgment cultivates trust and inclusivity, helping to create a supportive workplace culture where individuals feel valued and respected for their beliefs. This sense of value and respect positively impacts morale, leading to increased efficiency and job satisfaction in the workplace. 

Cultural understanding

Celebrating Jewish holidays 2024 provides an opportunity for team members and leaders to learn about Jewish traditions and customs, fostering greater cultural understanding and empathy. 

Events that promote diversity in the workplace also help to build stronger connections, improve collaboration, and create a more inclusive environment where employees can thrive and be their authentic selves. This further showcases an organization’s commitment towards diversity, helping to attract and retain a diverse workforce.

Employee wellbeing

Offering flexibility and accommodations for religious observances supports employees’ physical, emotional, and spiritual well-being, helping them balance work with personal and religious commitments.

How to celebrate Rosh Hashanah at work?

how to celebrate rosh hashanah

1. Provide flexible scheduling

Allow employees to take time-off to observe Rosh Hashanah, ensuring they can participate in services and traditions without work pressure. If employees prefer not to take the entire day off, offer flexible work hours during the holiday. For example, allow employees to start later or finish earlier to attend religious services, or offer a reduced workday to accommodate holiday observance.

For employees returning after Rosh Hashanah, be flexible with deadlines and work expectations, understanding that the holiday may involve religious observances or family commitments that can be tiring.

Read next: HR’s Out of Office Checklist

2. Send out holiday greetings

A simple, thoughtful gesture like sending an email wishing employees a “Shana Tova”  which means Happy New Year can go a long way in making them feel included. To make it more special, send personalized emails to each employee, mentioning their name and something specific about their work or interests.

3. Provide educational resources

Another way to celebrate Jewish holidays 2024 like Rosh Hashanah is to provide educational resources that help employees understand the holiday’s significance, such as sharing articles, videos, or organizing interactive workshops to promote cultural awareness and inclusivity. 

Invite employees who observe Rosh Hashanah to share their personal experiences, stories, or traditions through an internal blog post, newsletter feature, or during team meetings. This also personalizes the learning experience for others.

4. Host a team luncheon

Organizing a festive meal or potluck is also a good way to celebrate Jewish holidays 2024. To celebrate Rosh Hashanah in the workplace with a luncheon, you can include traditional Jewish foods that symbolize sweetness, prosperity, and new beginnings.

For example, a centerpiece of the meal could be apples and honey, which represent the hope for a sweet year ahead. Round challah bread, symbolizing the cyclical nature of the year, can be served alongside. These foods not only reflect the holiday’s themes but also offer a diverse and delicious menu to share with colleagues.

5. Decorate the office

Use symbolic decorations, such as apples and honey to set a festive mood and show support for the holiday. You can also consider including fresh flowers adding brightness to the space.

How to support employees working on Yom Kippur?

working on Yom Kippur

1. Offer time off or reduce workload

Among the Jewish holidays 2024, Yom Kippur can be physically and emotionally demanding, as it involves fasting and praying. To support your employees working on Yom Kippur, offer time-off or reduce workload to allow them to fully observe the holiday and take care of their wellbeing without added work-related stress. 

This helps employees feel respected and encouraged, allowing them to focus on their spiritual and emotional needs during this important time, which can ultimately lead to increased employee satisfaction and loyalty to the organization.

2. Create a designated quiet space

Designated prayer spaces can be a valuable asset for employees observing Yom Kippur, providing a quiet and respectful environment for religious reflection. This action alone demonstrates a commitment to inclusivity and respect for employees’ religious beliefs. It allows employees to observe their faith without feeling pressured or isolated, fostering a sense of belonging in the workplace. 

When selecting a suitable location, it’s essential to choose areas away from high-traffic zones to reduce noise disturbances. Ensure the space offers a degree of privacy, perhaps by using partitions or curtains. And if possible, select areas with natural light, which can contribute to a peaceful atmosphere.

3. Provide water and snacks for employees after the fast

For employees who fast, having snacks or water available after sunset shows thoughtfulness and care, helping them replenish their energy and feel supported as they transition back to their regular routine.

4. Promote your EAP services

For a period like Yom Kippur, this is the appropriate time to promote your employee assistance program services. It’s important to highlight the emotional and spiritual support available to employees, encouraging them to utilize these resources for reflection, healing, and guidance during this significant time. 

Some practical ways to do this include offering informational workshops, distributing resource flyers, sending out targeted emails, and providing access to counseling sessions tailored to the unique challenges employees may face during the holiday.

5. Educate employees on the significance of Yom Kippur

Adequate training and resources should be provided to ensure that all staff understand the cultural and spiritual importance of Jewish holidays 2024 such as Yom Kippur. This can include informational sessions, written materials, and open discussions to enhance awareness and encourage supportive practices among colleagues.

Elevating Employee Experience Through HR Software

Celebrate the Jewish holidays 2024 such as Rosh Hashanah and Yom Kippur with these tips and ideas.

Stay on top of every upcoming festive celebration with Omni’s customizable dashboard which allows your teams to set and manage calendars pre-loaded with country or region specific holidays and timezones. Book a demo with our team to learn more about how Omni can support your international workforce.

HR Practices for World Mental Health Day

In Asia Pacific, between 4-20% of the adult population suffers from a mental health condition. That means your employees are likely to be affected, whether you know it or not. That’s especially true given that 45% of APAC employees say that they don’t feel comfortable letting their employers know about their mental health struggles. Understandably, it’s because of the stigma that still surrounds mental health in many workplaces.

However, as a responsible employer, you have the power to change that. While supporting your employees’ mental health should be a year-round effort, World Mental Health Day 2024 is an excellent opportunity to initiate or strengthen your company’s mental wellness practices. 

We’ve compiled 10 World Mental Health Day activities that you can incorporate in your strategy to prioritize employee wellbeing, and show your employees that they’re more than just a number to you.

When is World Mental Health Day 2024?

World Mental Health Day is celebrated on 10 October every year. The theme for World Mental Health Day 2024 is ‘It is Time to Prioritize Mental Health in the Workplace’, focusing on the connection between work and mental health, and promoting mental health practices in the workplace through different World Mental Health Day activities.

What is World Mental Health Day?

World Mental Health Day is an international day to raise awareness and advocate for mental health issues. It’s a day dedicated to promoting open conversations about mental health, reducing stigma, and providing support to those struggling with mental health conditions.

It was first celebrated in 1992 by the World Federation for Mental Health and has since gained momentum as a global movement, recognized by the World Health Organization, among other international organizations. While different countries celebrate it in their own ways via diverse World Mental Health Day activities, the main aim remains universal – to bring attention to mental health.

Why Is Employee Mental Health Important?

world mental health day 2024

Employee mental health directly affects the overall wellbeing and productivity of a workforce. According to a study by the WHO, mental health conditions cost the global economy an estimated $1 trillion annually in lost productivity. That’s because mental health issues can lead to absenteeism, presenteeism (working while not fully functioning), and decreased job satisfaction.

As such, it’s crucial for organizations to prioritize employee mental health to create a healthier and more productive workplace. This means not only addressing mental health issues when they arise but also promoting a culture of wellbeing and implementing preventative measures.

How Does Work Impact Mental Health?

Since employees spend a significant portion of their day at work, the company culture and environment can have a substantial impact on their mental health.

Factors like heavy workloads, long hours, job insecurity, lack of autonomy, and poor relationships with colleagues/superiors can all contribute to employee burnout, increased stress levels, and decreased wellbeing. The result is often decreased motivation and job satisfaction, leading to a negative impact on the organization’s success.

In contrast, promoting positive mental health in the workplace can lead to higher employee satisfaction, better retention rates, and improved company culture. That’s why it all starts and ends with creating a work environment that puts its employees’ mental wellbeing at the forefront.

Read next: Building Your Employee Wellbeing Program Through HR Analytics

World Mental Health Day Activities

To join the global movement in promoting mental health awareness, here’s 10 World Mental Health Day activities for workplace that you can take inspiration from:

1. Conduct mindfulness and meditation sessions

Regardless of the industry, work can often be stressful, and with limited time for self-care, employees can easily become overwhelmed. On your World Mental Health Day activities agenda, encourage your employees to participate in mindfulness and meditation sessions. This can help them step away from their work-related stressors and focus on their mental wellbeing.

These could be guided meditation sessions where you bring in a professional instructor or simply provide designated quiet spaces for individuals to take a few minutes out of their day to relax and recharge.

2. Host mental health awareness workshops

While mental health awareness is increasing, there’s still a lot of stigma and misinformation surrounding it. Among your World Mental Health Day activities, hosting workshops to educate employees on mental health, how to recognize the signs of someone struggling, how to support a colleague, and where to seek help can go a long way in breaking down barriers and creating a more supportive workplace.

To make the workshops more engaging and interactive, they could be hands-on sessions where employees can break into small groups and discuss specific scenarios or participate in role-playing activities.

3. Set up creative stations

When it comes to creative outlets, preferences among individuals can vary widely. Some may find solace in painting, others may prefer journaling, while others may find joy in listening to music. 

Setting up creative stations with various World Mental Health Day activities (art therapy, music therapy, and journaling, for example) can give employees a chance to express themselves, and de-stress in a way that suits them.

4. Organize team workout or outdoor activities

Since positive relationships among colleagues are crucial for a healthy work environment, World Mental Health Day activities provide the perfect opportunity to encourage team bonding. One idea could be through physical activities that fall outside of their regular work tasks. 

Whether it’s a group yoga session, a hike, or a friendly sports game like volleyball, these activities can boost endorphins and reduce stress levels—all while having fun and fostering a sense of camaraderie.

5. Decorate the workplace

This may not be among your typical World Mental Health Day activities, but it can certainly have a positive impact on employees’ wellbeing. Decorating your workspace with calming colors, positive affirmations, and inspirational quotes can create a more relaxing and uplifting atmosphere. 

You’d be surprised at how much of a difference these small changes can create when it comes to making employees feel more comfortable and at peace during their working hours.

6. Promote EAPs within the workplace

Many companies offer Employee Assistance Programs (EAPs), providing employees with resources such as counseling and crisis management services. However, these programs are often underutilized due to a lack of awareness or stigma surrounding mental health.

Among your World Mental Health Day activities, it’s important to promote these services and raise awareness of their availability. Focus on educating employees on how to access these resources and assure them that seeking help is a sign of strength, not weakness.

7. Schedule mental health check-ins

Taking the first step towards improving mental health can be difficult for some employees. Even if they’re in dire need of help, they may not know how to seek it, or may feel uncomfortable talking about their struggles.

One way to open the dialogue as part of your World Mental Health Day activities is to schedule mental health check-ins with employees. These can be informal and optional (and of course, confidential) 1-on-1 meetings, but they provide employees with an opportunity to speak openly about their mental wellbeing and seek support if needed.

8. Prepare a casual lunch and learn session

Food is always a great way to bring people together and the same goes for opening up discussions on mental health. Consider organizing a casual lunch and learn session where employees can come together, share a meal, and listen to informative presentations or personal stories related to mental health.

This is among the World Mental Health Day activities that create a safe space for employees to discuss their struggles and learn from others in a non-judgmental environment. The more people talk openly about mental health, the more normalized it becomes, and the stigma surrounding it can be reduced.

9. Encourage breaks and vacations

For a long time, taking breaks and using vacation time was seen as a sign of laziness or lack of dedication. The more someone worked, the more they were praised and seen as a hard worker. However, now we know that burnout as a result of overworking can have severe consequences on mental health.

During your World Mental Health Day activities, encourage employees to take breaks throughout the day and utilize their allotted vacation time. This helps them recharge, reduce stress levels, and maintain a healthy work-life balance. Also, express your support for mental health days and advocate for the idea that they’re just as important as sick days.

10. Provide time and stress management training

Given that work is a major source of stress for many, and that the source of that stress is often related to time management, providing employees with training on how to manage stress and time effectively can be immensely beneficial for their mental wellbeing.

This can include techniques such as setting SMART goals, prioritizing tasks, and learning to say no when needed. Giving employees the tools to manage their workload and handle stress in a healthy way can not only improve their overall mental health but also increase job satisfaction.

Creating a Brighter Future for Your Workforce

world mental health day activities for workplace

Prioritizing employees’ mental health means better employee engagement, productivity, innovation, retention, and collaboration. Overall, an effective mental health policy is crucial for a good work-life balance.

It’s never too late (or too early) to introduce and incorporate these world mental health day activities in your organization. Start drafting your workplace’s mental health policy and actively promote these world mental health day activities for workplace today and begin to see higher employee satisfaction levels, increased productivity, and more cost savings!

Omni’s all-in-one HR software makes it easy to inform employees about important culture initiatives with automated onboarding and centralized documents, implement policies with our customized controls and unique employee profiles, and administer benefits through payroll, performance management, or time and attendance management for your teams.

From automated onboarding to employee-self service, Omni makes it easy for organizations to provide their teams with the tools and benefits they need to thrive.

Book your demo with our team to learn more about how Omni can help you create a brighter future for your workforce today.

Global Employer of Record Guide: Thailand

Thailand offers a stable and attractive business environment suitable for global expansion. As evidenced by Statista, 99% of the Thai population was employed in 2023. Buttressing the country’s economic strength, McKinsey highlights a 2.3% GDP growth rate in the second quarter of 2024, up from 1.6% in the first quarter.

However, while Thailand’s labor market is rich with opportunities, hiring and managing local talents poses challenges. Strict compliance requirements, cultural nuances, and administrative burdens can complicate the entire process.

That’s where a Thailand Employer of Record (EOR) steps in. As a third-party organization, a Thailand employer of record legally hires workers, manages payroll, and ensures compliance with local employment regulations on behalf of your company.

If you’re looking to explore Thailand’s skilled workforce while minimizing risk and administrative challenges, this article will guide you on how an EOR Thailand can expand your business seamlessly.  Whether you aim to hire Thai employees, stay compliant, or streamline your operations, this guide will give you the tools for a successful workforce expansion in Thailand.

Benefits of Using Employer of Record Thailand

30% of APAC countries use EOR services to solve hiring problems, retain talent, and tackle other international expansion challenges. Beyond that, an EOR in Thailand benefits companies in these ways:

Hire local talent

Expanding your workforce in Thailand poses several challenges. Traditionally, it involves establishing a legal entity, registering the company, opening local bank accounts, creating a legal team, organizing compensation and benefits, and adhering to local laws. All these take several months and are usually expensive.

But with an employer of record Thailand, you can hire employees that align with your business needs and company culture without setting up a local entity. An EOR Thailand sources, hires, and supports foreign workers throughout the employee lifecycle. They also draft employment contracts and manage your overseas payroll while you retain total autonomy over your workforce in your base country.

Compliance

An EOR Thailand has in-depth knowledge of local laws regarding taxation, employee rights, severance, global payroll, benefits, and intellectual property. For instance, the Labour Protection Act B.E. 2541 mandates all employers to provide annual holidays of no fewer than six working days to Thai employees who have worked consistently for one year. Similarly, employers must give workers at least one hour of rest after every five working hours.

Navigating these complex legislations can be a hassle if you’re new to the Thailand employment landscape. It becomes worse if you have other global teams you’re trying to build compliantly, as you may encounter mix-ups and oversights.

Hence, a Thailand PEO relieves HR teams of the burden of getting familiar with these Thai labor laws, ensuring your company legally and efficiently manages its workers for global compliance. Ultimately, an employer of record Thailand saves organizations from financial losses, fines, and other legal penalties accompanying non-compliance.

Read next: The 2024 HR Compliance Checklist: APAC Edition

Risk Mitigation

Building a global team is fraught with legal and compliance risk factors. But you don’t have to worry about breaching any employment regulation when you hire an employer of record Thailand. With their knowledge of Thai law, they easily evade penalties, fines, and disputes among employees. 

For example, they understand complex areas like termination procedures, working hours, rest periods, and severance pay. This adherence reduces the legal and financial risks associated with breaking laws, ensuring your company gets a compliant workforce. 

Cost effective

Creating a local subsidiary or branch is costly, especially regarding office space, local staffing, business registration, and recurring administrative expenses. However, hiring employees through an EOR Thailand is cost-effective as it eliminates these time-consuming, expensive processes. 

Focus on core business

Hiring a Thailand employer of record empowers HR leaders to focus on core business needs while outsourcing time-consuming administrative tasks, such as onboarding new hires, paying salaries, or offboarding existing staff

This strategy frees up workloads and allows HR teams to manage their time efficiently while concentrating on strategic business activities that advance organizational growth.

How does an EOR Thailand work?

EOR Thailand

Here’s how a Thailand employer of record acts as the legal employer for your Thai workforce:

1. Hiring process

An Employer of Record Thailand helps your business find and hire the right talent during recruitment. They know the demands of the Thai local job market and the job portals, like JobsDB, to find the right talent. All you need to do is specify your preferred candidate requirements. Your EOR Thailand will scout candidates, schedule screening interviews, and eventually recruit the best Thai talents while ensuring the entire process complies with labor regulations.

2 Employment contract

After recruiting a new hire, a Thai employer of record drafts an employment contract that complies with Thai labor laws, protecting both the employee and the client company. The employment agreement includes crucial terms such as job scope, start date, salary, benefits, working hours, rest days, probation periods, and termination policies like notice periods and severance pay.

3. Payroll and benefits

Once the Thailand EOR legally employs a candidate, they set up payroll for the new employee and prepare payslips every month. First, they choose a payroll system compliant with government regulations and your company policy, then assign workers Tax Identification Numbers (TIN). They also calculate and process pay in Thai Baht and withhold tax, insurance contributions, and other mandatory deductions for compliance.

Read next: How to Run Payroll in Thailand

4. Compliance

A PEO Thailand stays informed of any regulatory updates, such as minimum wage adjustments, tax rates, or new labor protections. They ensure these changes are reflected in employment activities such as proper documentation and statutory filings.

This streamlined compliance helps you avoid administrative burdens and legal consequences, allowing you to focus on other crucial business operations and employee relationships. 

5. HR administration

An employer of record Thailand provides continuous support for employees and manages routine HR tasks, such as onboarding, payroll, taxation, benefits, employee relations, performance reviews, and disciplinary actions. They become the main point of contact between your Thai hires and your company for HR-related matters.

Things to Consider When Choosing Employer of Record Thailand

Thailand employer of record

Consider the following features before choosing an EOR Thailand:

Local expertise

Before investing in a Thailand employer of record, evaluate their knowledge and experience with the Thai hiring environment. Ensure the Thailand EOR thoroughly understands the local employment regulations and compliance requirements, including the Labor Protection Act (LPA), tax implications, Social Security Fund contributions, work permits, and other crucial Thai-specific labor laws.

This expertise is necessary to navigate the Thai employment landscape and avoid legal penalties. Furthermore, the PEO Thailand must be familiar with local customs, culture, and business practices and have established networks that ease their operations.

Compliance track record

Non-compliance can cost your company financial losses and reputational damage. So, when choosing an EOR Thailand, review their track record for achieving compliance, especially regarding payroll processing, taxation, and benefits administration.

Check for reviews on third-party sites to ensure that your chosen Thailand employer of record is well-experienced and competent in handling delicate business matters for clients.

Service offerings

Confirm if the EOR Thailand services meet your company’s needs and growth trajectory. This is important as your business may need to scale up or down, depending on its needs.

Regardless, an ideal employer of record Thailand offers a comprehensive HR package that includes advisory services, hiring, work permit applications, payroll management, employee contracts, and termination.

Technology platform

Weigh the HR tools and global payroll solutions the PEO Thailand uses for onboarding, employee relations, payroll processing, and communication to ensure compliance with local regulations. A centralized, secure, and user-friendly technology platform is necessary for achieving compliance, efficiency, data accuracy, and clear communication between your company, the EOR, and your employees.

References and testimonials

Check for industry reviews, client testimonials, and case studies on third-party sites like G2 or Trustpilot that prove the PEO Thailand has a great work ethic and a track record of success. Also, request references from past and present clients who have used their services in Thailand. If the feedback is positive, the Thailand employer of record will likely deliver excellent services. 

Challenges and Risks for Thailand Employer of Record

Managing global teams for businesses presents several challenges for employers of record Thailand. Here’s an overview:

Complex Thailand employment law

Thai labor legislation is subject to frequent changes, including laws regarding taxation, employee protection, employment contracts, benefits, and termination. So, if your PEO Thailand doesn’t adapt to evolving regulations, it can cause increased costs, fines, operational delays, labor disputes, or other legal penalties. The solution is to hire a PEO Thailand with a strong legal team that keeps up with regulatory changes.

Employer of record Thailand selection

Since Thailand has many employers of record, choosing the right provider can be challenging, especially when all of them claim to be the best. A helpful tip is to thoroughly research and assess the reputation of different EOR Thailand companies before partnering with any. Some EORs may claim to have local expertise but have limited knowledge of specific industry practices or niche legal requirements in Thailand. 

Also, check for transparent, responsive, and flexible services that match your organizational objectives, budget, and business needs.

Protecting employee data

Hiring an employer of record Thailand means handing over your employment affairs to a third-party provider. As such, you may encounter risks regarding employee data protection and breaches. Hence, an employer of record Thailand must have robust data protection standards to protect your corporate information and intellectual property.

Thailand’s Personal Data Protection Act (PDPA), which took effect on 1 June 2022, regulates and protects how businesses handle personal data. It applies to all businesses operating in Thailand and foreign businesses offering services or products to Thai residents. 

Frequently Asked Questions for Employer of Record Thailand

1. What is an EOR?

An Employer of Record is an independent organization that manages all employment-related tasks for companies without establishing a local legal entity.

2. How long does it take to hire an employee through an employer of record Thailand?

Hiring a Thai employee through an EOR Thailand typically takes one to three weeks, depending on the role’s complexity, the candidate’s availability, and the required documentation processes.

3. What are the costs associated with using an employer of record Thailand?

The costs of using an EOR in Thailand typically include monthly service fees based on the number of employees managed, payroll expenses, setup costs, and bank charges. Although the EOR administers them, you’ll need to cover the cost of hiring Thai workers, including salaries, contributions, employee benefits, and termination fees.

4. Can I terminate an employee through EOR Thailand?

Yes, you can terminate an employee through a PEO in Thailand. However, the offboarding process must comply with Thai labor laws to meet all legal requirements regarding notice periods and severance payments.

5. Does an employer of record Thailand provide benefits to employees? 

Yes, a Thailand employer of record administers employee benefits as part of their service. This includes health insurance, retirement contributions, paid leave, and other statutory benefits the local law requires. However, not all EORs do this; some may focus solely on legal compliance and payroll. So, identify your company’s needs and ensure the EOR services align with them.

6. Can an employer of record Thailand help with visa and work permit applications?

Yes, a Thailand Employer of Record can help with visa and work permit applications for Thai employees. They’re well-versed in local regulations and are the legal employers responsible for handling all employment-related tasks, including obtaining work permits and visas.

Maximize Your Business Potential with Employer of Record Thailand

An employer of record Thailand can be a valuable asset for businesses looking to expand into the Thai market. By partnering with a reliable and reputable EOR, you can streamline your HR processes, mitigate risks, access global top talents, reduce costs, and enhance your company’s reputation in Thailand. 

Omni makes it easy to support employees across multiple countries, time zones, and currencies.

Our centralized document management solution makes gathering the necessary data required to apply for employment visas and other country-specific initiatives seamlessly and timely. With customized workflows and automated reminders, HR can help empower employees to manage the deadlines and documentation requirements for applications. And centralized documents and real-time data makes it easy for employees to access salary information and produce reports and documents necessary for verification.

Omni offers a comprehensive payroll solution tailored to Thailand’s specific requirements. With features like support for Thai baht and automated tax calculations, Omni can help HR teams simplify their payroll processing and ensure compliance with ease. Not only that, with secure document storage and straightforward data input, you can quickly access and submit essential information required for working in Thailand.

Our dedicated local team of experts provides personalized support and ensures your business remains compliant with Thailand’s labor laws. Book a demo with our team to learn more about how Omni can help maximize your business potential.

Employee Engagement Ideas for Celebrating Diwali at Work

Creating a sense of belonging at work is a top-tier strategy for employee engagement and retention. According to Gallup’s report on employee engagement, companies that have a highly engaged workforce have over 20% higher profitability than those that don’t. 

For APAC employees who celebrate Diwali, recognizing and honoring their traditions at work fosters a workplace culture of inclusivity and belonging, improving employee wellbeing and motivating them to go above and beyond to achieve your company’s goals.

If you’re looking for ideas on how to celebrate Diwali at work, you’re at the right place. In this article, we’ll be sharing eight Diwali party ideas to keep your employees happy and motivated.

When is Diwali 2024?

Generally, Diwali falls between mid-October and mid-November of each year, the dates changing per the Hindu lunar calendar. It is celebrated by Hindus, Sikhs, Jains, and some Buddhists throughout India, Nepal, and other parts of the world.

Diwali, in 2024, commences with:

DayFestivalDate
Day 1Dhanteras29 October 2024 (Tuesday)
Day 2Kali Chaudas30 October 2024 (Wednesday)
Day 3Diwali (Laxmi Pujan)31 October 2024 (Friday)
Day 4Govardhan Puja, Annakut1 November 2024 (Saturday)
Day 5Bhai Dooj2 November 2024 (Sunday)

What is Diwali?

Diwali, or Deepavali, is one of the important festivals of Hindus, which is celebrated for five days with a plethora of rituals. It signifies the victory of light over darkness, good over evil, and knowledge over ignorance. It is associated with various mythological stories but still revolves around the core theme, which involves the triumph of good over evil, renewal, and spiritual awakening.

Diwali is a festival that is celebrated with enthusiasm and fervor.  Lamps, known as diyas, and candles are lighted to signify the victory of light. People worship deities such as Lakshmi, the goddess of prosperity, and Ganesha, the remover of obstacles. Fireworks and crackers would also be used to shoo away evil spirits. Traditional sweets and snacks are shared, and families continue to gather around, sharing gifts.

The significance of Diwali goes beyond a mere cultural affair; it teaches unity and companionship, spiritual growth, and appreciation. Diwali is to express joy and contemplation with family and friends. It is an occasion to begin anew and rejuvenate oneself in hope of a better future.

Why should you celebrate Diwali at work?

One of the best ways of fostering diversity and inclusion in the workplace is knowing how to celebrate Diwali at work. Respecting and recognizing diverse traditions and cultures creates an inclusive environment for your employees that will make them feel appreciated and valued. This increases employee engagement, job satisfaction, and morale.

Celebrating Diwali in the workplace also offers some sort of cultural exchange and education. It spreads awareness about Indian culture and traditions, cross-cultural understanding, and dispelling stereotypes, hence making it easier to create a harmonious and inclusive work environment.

Additionally, celebrating Diwali at work can bring about tangible benefits to your company. It shows respect for the values of diversity and inclusion, which significantly improves retention and recruitment. When an organization is perceived as progressive and inclusive, it can attract more diverse talent and cultivate a strong brand image.

Looking for more employee engagement ideas?

How to celebrate Diwali at work?

diwali activities

1. Learn about what the holiday means

A good place to start when it comes to how to celebrate Diwali at work is to help other employees understand what Diwali means. You can learn about the history, mythology, and cultural importance of Diwali so you can understand just how special this day is. 

If some employees celebrate it, have them share with you what they did and what traditions come with celebrating Diwali the same as celebrations like Lunar New Year and Ramadan. Consider watching educational videos or films to gain better insights and understanding. Equipped with these insights, you’ll be able to plan meaningful Diwali activities.

2. Decorate your workplace

Another fun thing you can do as part of Diwali activities is decorating the office space, transforming it into a spot of revelry and festivity with the traditional Diwali diyas, candles, lanterns, and Rangoli pattern. You can add more color with streamers, balloons, and flowers and also include a Diwali-themed prop for photos. 

While it’s perfectly fine to hire professionals, a great way on how to celebrate Diwali at work is to involve your team members in the decoration process to encourage participation and learning. You can also host a competition between departments to foster cross collaboration and teamwork.

3. Organize a henna workshop

Organizing a henna workshop can serve as a means of cultural exchange and bonding, it is also a great way in regards to how to celebrate Diwali at work. If you have the budget, consider hiring professional henna artists to run the workshop, or provide self-henna application kits. 

You can host the workshop during lunch or after work and invite all employees to get involved with a henna design and explain its meaning. This allows employees to gain a better insight into the culture and tradition. 

4. Host a potluck lunch or dinner

A simple and delicious way on how to celebrate Diwali at work is organizing a potluck lunch or dinner. Encourage participation by asking employees to bring in their favorite home-cooked recipes or traditional dishes. 

Also it’s important to include a variety of dishes and cuisines, such as vegetarian and vegan dishes. You can set up a buffet and put labels on the dishes. This will promote interaction among colleagues and will help them taste new flavors as part of the many Diwali activities in this list.

5. Conduct Diwali-themed quiz or trivia

A quiz or trivia can be an interactive Diwali activity when it comes to how to celebrate Diwali at work. Prepare questions about the history, mythology, and cultural significance of this festival. Divide employees into groups and let the friendly competition begin. 

Take it a step further by providing prizes for winners, keeping employees motivated and excited for the celebration. The reason this activity works well is that it allows learning, teamwork, and appreciation of culture while celebrating Diwali at work.

6. Set up a Photo Booth

Another great idea on how to celebrate Diwali at work is to set up a photo booth to capture memories of Diwali: You can create a backdrop and add some festive props, including traditional attire, accessories, and flowers. This will encourage employees to take photos with their colleagues and share them on the company’s social media or internal channels. 

By reposting these moments on your company’s social media channels, it signals to current employees and potential candidates that you value and celebrate the unique cultures of your diverse team. 

7. Review your holiday policy

Fairness and flexibility are paramount for a thriving work environment. You can use this opportunity to review your company’s holiday policy to see if it has a celebration for Diwali, as well as flexible work and time off for employees. 

Communicate the details for your holiday policy to all employees so that they are aware. If you do not have an existing policy, it’s highly encouraged that you reach out to employees for more information and develop a policy that works for your team.

8. Encourage employees to wear traditional costume

Celebrating cultural heritage by having your employees wear traditional Indian garments, such as sarees and kurtas is a great idea on how to celebrate Diwali at work. This also includes the sharing of stories behind their attire and fostering an environment where cultural expression is embraced.

Deepen Employee Engagement With HR Tools

diwali party ideas

Dive into your Diwali festivities with these eight joyous party ideas for how to celebrate Diwali at work.

Stay on top of every upcoming festive celebration with Omni’s customizable dashboard which allows your teams to set and manage calendars pre-loaded with country or region specific holidays and timezones. Book a demo with our team to learn more about how Omni can support your international workforce.

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