skip to Main Content

Once the destination country has been chosen, we will evaluate the HR aspect in its entirety (relational, social, financial, accounting, tax and legal).

Certain regions within the same country may benefit from preferential treatment (disadvantaged employment areas, disaster-stricken regions, free port, free zone, priority employment zones, etc.).

This aid may be local, regional, national or international (ERDF, EBRD, Asean Bank, etc.).

They may take the form of subsidies, zero-interest loans or loans with repayment exemptions, reductions or cancellations of taxes and charges, or the free provision of land or infrastructure.

Yes, but beware! It is not self-evident that all this aid is directed towards disaster areas and/or areas with few professional skills or with structural problems justifying this aid (isolation, digital divide, ageing population, etc.).

Our consultants will weigh the pros and cons but also study the attractiveness for your expatriate employees in order to avoid losing them due to poor conditions of secondment.

What are the constraints of collective agreements? The exemption and obligations to hire disabled workers? What are the social and fiscal sanctions?

How to calculate the social charges for a temporary worker? Should the levy be applied at source?  Payment of wages over 12, 13 or 14 months? What are the allowances (transport, meals, hotel, clothing, etc. … of employees)?

Social regulations (public holidays, vacations, pregnancy and maternity, right to strike, right to withdraw, dismissal, hygiene standards, night work, women’s work, sick leave, public holidays, working hours, …) can foreign staff be seconded to this country?

 

The consultants of Businexport are at your disposal for a complete study and a step-by-step guidance.

Back To Top