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In my world, one misstep often overlooked by managers hiring remote international staff is the assumption that employment laws are a universal language.

They’re not.

Just as every language has its nuances, so do labor laws across different countries.

I’ve observed a common scenario: a manager, well-versed in the employment laws of their home country, unwittingly projects these rules onto foreign employees and teams. It’s a natural instinct but akin to expecting a word-for-word translation between two vastly different languages. The result? Misinterpretations that can be costly in terms of time, money, and compliance.

This is why people like EOR Account Managers exist. Their role is not just advisory but interpretive, aligning a manager’s goals with local employment laws, standards, and best practices. Think of them as your personal translator and navigator in the world of international employment law.

The value of heeding their advice cannot be overstated.

My message to global managers who work with us: Trust your Account Manager. They are there to educate, empower, guide and support you, ensuring your objectives don’t just translate well, but also comply and resonate with local realities. In doing so, you’re not only safeguarding your operations but also adding to your understanding of global business dynamics.