Post by Chressa Law

Remote work has made physical location feel like an administrative detail. The employer is in one country, the employee logs in from another, and the contract names a governing law. The assumption is that the chosen law settles the matter. It often does not settle all of it. In a cross-border employment relationship, the place where work is physically performed can bring another country's mandatory protections into play, regardless of which law the contract selects. A governing-law clause directs many questions, but mandatory rules of the place of work can apply alongside it. The law does not simply travel with the laptop. This falls within the conflict-of-laws analysis rather than any single statute. Which country's rules attach, and to which parts of the relationship, depends on where the work happens, the nature of the role, and how the arrangement is structured. The drafting choices made at the outset are what determine the exposure later. For employers building distributed teams, and for employees working across borders, the governing-law question is worth examining before the arrangement is set, not after a dispute makes it urgent. Chressa Law advises on cross-border employment and the conflict-of-laws questions it raises. If you have a cross-border arrangement, book a consultation here https://lnkd.in/egGFaEJD. Cross-Border | Employment Law This post provides general information only and is not legal advice. Reading it does not create a solicitor-client relationship with Chressa Law. This post discusses Canadian law and selected international frameworks. It is not advice on the law of any other jurisdiction. #PublicInternationalLaw #ConflictOfLaws #RemoteWork #CrossBorderEmployment #GoverningLaw #ChressaLaw