Global Hiring Compliance Checklist (Onboarding)

Global Hiring Compliance Checklist (Onboarding)

1. 01

   Confirm the legal entity or EOR arrangement for each hiring country

   Verify whether the client has a local entity or needs an Employer of Record. Platforms like Oyster and WorkMotion handle payroll and compliance in 160+ countries, but the agency must confirm which model applies per hire.

2. 02

   Review employment contracts for local labor law requirements

   Check minimum wage, probation periods, and termination rules. For example, Canadian SMEs using Folks RH must align with provincial regulations, while global hires require country-specific clauses.

3. 03

   Validate data privacy and cross-border data transfer protocols

   Ensure candidate data handling complies with GDPR, PIPEDA, or other local laws. If using an ATS like BambooHR or Workable, confirm where data is stored and whether transfer mechanisms like SCCs are in place.

4. 04

   Set up compliant payroll and benefits administration

   For EOR hires, confirm the provider handles payroll taxes and statutory benefits. For direct hires, coordinate with the client's payroll team or HRIS to avoid gaps.

5. 05

   Document immigration and work authorization status

   Collect and verify work permits or visas before the start date. This is critical for global hires and can be tracked in the ATS with custom fields.

6. 06

   Define a process for contractor versus employee classification

   Misclassification risks fines. Use the EOR's guidance or legal counsel to determine if the role is a contractor or employee, and document the rationale.

7. 07

   Schedule a compliance review with the client before offer acceptance

   Walk the client through the checklist and get sign-off. This prevents last-minute surprises and ensures the agency's delivery team isn't liable for compliance gaps.