Post by Dhi ADT

Five mistakes companies make when hiring their first #Europeanemployee. Save this before your next hire One. Assuming they need a legal entity before they can hire anyone. Most companies do not. An EOR gets you compliant and live in two weeks without one Two. Underestimating employer on-costs. In #France you are adding roughly 40 to 45 percent on top of gross salary in employer contributions In the Netherlands it is 28 to 35 percent. In #Germany around 20 percent These numbers need to be in the budget before the offer is made, not after. Three. Skipping the employment contract review for local law A #UK or #US contract does not transfer. Dutch employment law, German employment law, Belgian employment law - each has mandatory clauses, notice period rules, and probation restrictions that need to be in the contract or the contract is not enforceable Four. Ignoring probation period rules. Most EU countries cap probation periods. Germany: six months maximum. #Netherlands: two months for contracts over two years, one month for shorter ones France: varies by role category. Getting this wrong does not just create legal risk. It affects how quickly you can exit a hire that is not working Five. Starting the visa process too late. If the hire needs a work permit or a kennismigrant visa, the process takes four to eight weeks minimum for a recognised sponsor Starting that conversation after the verbal offer is accepted, not before, is how you lose candidates to companies who moved faster Every one of these is avoidable. Every one of them costs time, money, or the candidate when it happens Link in the comments #EuropeanHiring #EmployerOfRecord #GlobalExpansion #InternationalHiring #GlobalMobility #HRCompliance