Global Human Resources Consulting London

Most companies get this wrong. They either assume local rules are “close enough” or that their current employment contracts “probably cover it.”Wrong. We run detailed audits against country-specific employment legislation (from IR35 to Saudi GOSI) and flag liabilities you didn’t know you had. What you get:

• Country-specific compliance scorecards
• Risk-level assessments (contractor vs employee classification)
• Actionable legal rewrites within 10 business days

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Fines for misclassification can exceed £30,000 per case in the UK alone. U.S. penalties hit $50,000+ plus back taxes.

Before you think about hiring in Germany or Japan, your entity structure must be airtight. We establish legal presence, advise on incorporation, and align your HR procedures with statutory employment law. We handle:

• Entity registration
• Local director requirements
• Labor law advisory
• In-country benefits structuring

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Non-compliance in France can trigger 3-year retroactive penalties and criminal charges for misrepresentation.

One NDA doesn’t fit five countries. And most HR teams learn that after the lawsuit. We rewrite employment contracts, commission agreements, and HR policies for jurisdictional compatibility. Delivered:

• Legal reviews by in-country specialists
• Clause-level annotations for compliance variance
• Regionally accepted IP protection terms.

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Zero invalid contracts in the last 4 years. No client has faced enforceability challenges under our terms.

High turnover in international teams usually comes down to misaligned benefits, lack of cultural integration, or unclear internal mobility pathways. We build:

• Benefits strategies using local norms (e.g., 13th month salary, paternity rules)
• Equity schemes that align across legal jurisdictions
• Internal comms plans that reduce attrition by up to 33%