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[Blog Post] Are You Ready to Write an International Employment Contract?

Safeguard Global offers payroll and HR outsourcing solutions around the world. They wanted a post to rank for the term "international employment contract" that encouraged readers to check out their services.

You’re expanding to new countries—that's certainly worthy of big congratulations. But before you can celebrate, there are some crucial HR details that need to be ironed out. Namely, figuring out the rules and regulations associated with global hiring and international employment contracts in your new markets.

Between employment laws in the U.S., employment laws in the countries you’re expanding to, and your own company’s policies, there is a lot to get right. And there can be high stakes if you get it wrong.

Here are the basics of creating a compliant international employment contact and common pitfalls to avoid during the process.

What is an international employment contract?

According to the Global Payment Management Institute, an international employment contract is “the legal statement of record and arbiter between your business and your employees in overseas locations.”

In other words, this contract is the document that outlines all the key details of the relationship between you and your international employee, including things like:

  • Start date

  • Duration of the position/length of employment

  • Salary

  • Benefits

  • Working hours

  • Overtime policy

  • Vacation rights

  • Sick policy

  • Termination policy

  • Notice period

  • Confidentiality requirements


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