Sourcing from China: A Guide to Finding Reliable Suppliers
Discover the secrets to sourcing from China successfully. Learn about finding suppliers, negotiating deals, and ensuring product quality.
As companies have continued to operate remotely or on a hybrid model, they’ve continued to expand their team beyond borders. But hiring internationally isn’t just about filling a job vacancy – it’s about bringing fresh perspectives and new skills to your business.
So, whether you’re looking to hire overseas workers or refine your existing process, this article will help you figure out exactly how to hire someone from another country.
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When you hire internationally, the definition of an international employee matters. That’s because there’s a clear distinction between different types of workers that can impact how you manage taxes, their work schedule, and the policies for hiring them.
An international employee is a worker who is employed by a company based in one country but lives and works in another. This doesn’t include someone hired for short-term arrangements or occasional freelancing – it involves a long-term, full-fledged employment relationship, just like an employee in your own country. These workers become a part of your company in full, abiding by all employment policies.
Let’s take a look at the distinction between an international employee and an international contractor:
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When you choose to hire internationally, the advantages aren’t simply limited to accessing a wider talent pool or potentially cutting down on costs. There are many benefits that can impact the trajectory of your business, making it more competitive, culturally rich, and ready for growth in such a global economy. Here are a few of them:
Bringing an international employee on board comes with its own set of financial considerations. Even though you might have found top talent abroad, your business might have to be prepared to cover the expenses that come with that hire.
The main aspect you’ll have to navigate is tax regulations in the employee’s home country and compliance in your own. You might need to hire legal and tax professionals who specialize in international employment to make sure you fulfill all requirements. Different countries also have different rules regarding benefits and social security, as well as legal work status and visas.
Lastly, paying salaries in foreign currencies means having to deal with the risk of currency fluctuations, which can make the cost of employment unpredictable at times. However, there are ways to make the payment process a lot smoother, which we’ll explore in step five.
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International employees aren’t necessarily going to be working from abroad. There’s a chance that the employee you have your eye on is an international worker based in the US. Where the employee will be working will shape the hiring process and the considerations relating to factors like compliance and visa sponsorship.
If you decide to hire an employee based outside the US, you’ll need to have a solid understanding of the labor laws in their respective country. Each country has unique regulations regarding employment – for example, the UK will have vastly different employment laws than Mexico.
In Mexico, their labor laws only work to protect formal employees. These laws are heavily regulated and tend to give employees the upper hand, which makes it even more important for companies to comply. Additionally, Mexican employees are also legally entitled to many different rights and benefits, such as severance payments, weekly rest days, and the mandatory Aguinaldo Christmas Bonus (typically paid in installments).2
The United Kingdom has a range of employer costs and taxes you’ll need to be aware of, such as a minimum 3% Pension Fund and 15.05% National Insurance Rate. There are also national minimum wages that depend on the age of the worker – £10.18 for those aged 21 to 22 and £10.42 for those aged 23 and over, for example.3
Canadian labor laws vary by province, but there are also general federal standards that all employers should follow. In Canada, overtime is required when an employee works over 8 hours per day or more than 40 hours per week. There are also different employer costs and taxes in Quebec and outside of Quebec, which vary significantly. For instance, Quebec requires 6.40% to go to the Canada Pension Plan, while other provinces only require 5.95%.4
The labor laws in the Philippines have strong employee protection policies in place, such as complicated termination processes and mandatory thirteenth and fourteenth-month salaries (additional month salaries paid at the end of the year). There are also mandatory employer costs and taxes like social security contributions and 1.375% for health insurance.5
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If you’re hiring an international employee to work domestically within the United States, you’ll need to secure the right visa and certifications so that they are authorized to work legally. There are five different visas for noncitizens employed in the US, from EB-1 to EB-5. EB-2 and EB-3 both require an additional labor certification.6
If you choose to hire overseas workers, establish whether your business is obligated to report earnings to the IRS or withhold taxes on payments. Although your employee will still have to abide by the local tax laws in their country, the IRS requires US companies to comply with some tax reporting and withholding obligations for some foreign workers. Typically, a foreign worker is subject to US tax of 30%.7
All international employees need to complete IRS Form W-8BEN. The form will certify the employee’s status as a non-resident and establish their eligibility for tax benefits and exemptions or reductions in withholding tax. When they accurately fill this form out, your employees will stay compliant and reduce the risk of unnecessary penalties.
We’ve talked about the host of benefits of hiring international employees, but it certainly doesn’t come with its risks. Be sure to stay proactive in pinpointing and mitigating these risks so you can successfully integrate international talent into your company.
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Once you’ve successfully hired your international employees, the next step is to set up a smooth and efficient payment system. International payment providers can simplify the process with features that make global transactions manageable and cost-effective.
BatchTransfer has an easy-to-use instant payments system that allows you to make multiple payments, for both domestic and international, in one go. Small businesses and enterprises can get access to BatchTransfer with no additional cost after getting a Wise Business account.
BatchTransfer’s core strengths for payroll:
What sets BatchTransfer apart is its commitment to providing the mid-market rate for currency conversions. This means that businesses get a fair and transparent deal when making international payments.
Another perk of using BatchTransfer for international payroll is its extensive coverage of over countries and currencies! With features like automatic payment scheduling and API integration, small businesses can streamline their payroll process, freeing up valuable time and resources for other important tasks.
How can businesses use BatchTransfer for payroll?: Businesses can send up to 1000 payments with a single click with BatchTransfer. US-based business can access BatchTransfer at no extra charge.
Connect to your accounting software: You can easily manage and reconcile your mass payments through accounting software integrations such as QuickBooks or Xero.
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Learn More:
Best Ways to Hire Employees in India
Sources:
1 - Pew Research - Diversity and Inclusion
2 - HireBorderless Mexico - Border Laws
3 - HireBorderless - United Kingdom
4 - HireBorderless - Canada
5 - HireBorderless - The Philippines
6 - USCIS - Permanent Workers
7 - IRS - NRA Withholding
8 - Wise Trustpilot
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This publication is provided for general information purposes and does not constitute legal, tax or other professional advice from Wise Payments Limited or its subsidiaries and its affiliates, and it is not intended as a substitute for obtaining advice from a financial advisor or any other professional.
We make no representations, warranties or guarantees, whether expressed or implied, that the content in the publication is accurate, complete or up to date.
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