Fortune China HRTech (才赋)

Today to answer Romania employment need to pay attention to: 🙋Q: What is the minimum notice period for dismissal in Romania? 🧑🏫A: According to Romanian labor law, the minimum notice period for dismissal of an employee is 20 working days, but the employer and the employee can negotiate an extension of the notice period. In particular, employees with disabilities who are dismissed through no fault of their own are entitled to a notice period of at least 30 working days. 🙋Q: How does Romania regulate standard working hours and overtime hours? 🧑🏫A: The Romanian labor law stipulates that the standard working time is 40 hours per week, a total of 5 working days (that is, 8 hours per day). 🙋Q: What are the minimum wage and industry-specific wage thresholds? 🧑🏫A: As of the date of publication of this content, the minimum wage in Romania is 3,300 Romanian Lei (about 670 euros) per month. However, in some sectors, such as construction, the minimum wage is relatively higher, such as 4,000 Romanian lei and above. Among them, employers in the information technology industry can enjoy tax exemption in the payment of salaries, thereby reducing the overall cost of employers. #EOR #payroll #global #hr #compliance

Today to answer the Colombia employment need to pay attention to: 🙋Q: What are the regulations for hiring foreign workers in Colombia? 🧑🏫A: Employers who hire foreign workers must: Ensure that workers have a valid work visa (Category M employment visa). Inform the Colombian Ministry of Foreign Affairs of the employment within 15 days of the effective date of the contract. Demonstrate that foreign employees meet professional qualifications and verify their qualifications if necessary. 🙋Q: How does Colombia's labor law regulate probation? 🧑🏫A: Colombian labor law defines the probation period and specifies its duration in different employment contracts: Sign an indefinite contract: the trial period is up to 2 months. Sign a fixed term contract: the probation period does not exceed 20% of the contract term (i.e., no more than 2 months). During the probation period, either party may terminate or rescind the contract without reason, provided that such termination is made in writing. 🙋Q: What are the risks of misclassifying contractors in Colombia? 🧑🏫A: In Fortune's service case, a client hired a freelance graphic designer in Colombia to work eight hours a day, treating him as a full-time employee. However, Colombian labor law prohibits treating contractors as employees without providing full-time benefits, such as social security. If contractors file a complaint, the Labor Department can classify them as employees and require employers to pay back a range of costs, including benefits, taxes and severance pay. To avoid this, at Fortune's suggestion, clients structure contracts explicitly as separate service agreements, avoiding fixed hours or direct employer oversight of employee hours. #global #compliance #hire #hr #payroll #EOR #Colombia

🇰🇷Today, we will answer the question of what workers in Korea should be aware of when working: 🙋Q: Which types of workers in Korea are protected by the Employment Act? How are they categorized? 🧑🏫A: Article 2(1) of the Korean Labor Law defines an "employee" as "a person who provides labor to a business or workplace for wages, regardless of the type of occupation." Its specific regulations further categorize employees into different categories, such as permanent employees, fixed-term employees, part-time employees, and temporary agency workers. 🙋Q：In Korea, is a written employment contract required? If not, must specific information be provided to employees in writing? 🧑🏫A: While the Labor Law of Korea does not mandate that employment contracts be formally established in writing, it stipulates that employers have an obligation to provide the following detailed information in writing when an employment contract is concluded: wages (detailed explanation of the components of wages, calculation method, and payment procedure) agreed working hours vacation and paid leave, etc. #hr #labourlaw #employment #compliance #payroll #korea

Today let's talk about some of the employment regulations in Ghana. Q: Is employee probation available in Ghana? If yes, is there a specified maximum probation period? A: There is no definite time limit for probation in Ghana. However, article 66 (b) of Ghana's Labour Code refers to a "reasonable period determined in advance" as a probationary period. The probation period and its conditions are usually specified in a collective agreement. If one of the conditions for employing an employee is probation, the employment contract must specify the duration of the employee's probation period. For details, see articles 66 (b) and 98 (d) of the Labour Code and article 5 of the Labour Regulations. Q: What notice periods apply in Ghana to dismiss an employee? If the employee works: ● For more than three years, either party shall give one month's notice in advance or pay one month's wages in lieu of notice; ● Less than three years, either party shall give two weeks' notice or pay two weeks' wages in lieu of notice; ● For weekly contracts, seven days' notice is required; ● Notice must be in writing; An employment contract that can be terminated at any time by either party may be terminated at the end of the day without any notice. Q: Are employees entitled to compensation if they are injured or fall ill at work? According to Ghana's National Health Insurance Regulations enacted in 2004, employees are entitled to compensation for work-related injuries and illness, and employers are obliged to pay medical expenses for occupational injuries. #compliance #laborlaw #Ghana #hr #global

Today, it's a QA about Ethiopia. Q: What are the minimum requirements for annual leave in Ethiopia? What are the minimum requirements for annual leave? According to Ethiopian law, employees are entitled to the following annual leave: 14 days of annual leave in the first year of employment; On the basis of 14 days annual leave, one day will be added for each full year of service; Collective agreements may provide better treatment for workers working in difficult or unhealthy conditions, and the employee may not waive the right to annual leave. Q: What are the minimum sick leave requirements for Ethiopian employees? Employees are entitled to sick leave only after the end of the probation period. According to Article 85 of the Labour Bulletin: The employee is entitled to up to 6 months of sick leave during a 12-month period from the date of his/her illness. Unless otherwise provided for in the collective agreement, employees are entitled to sick leave upon submission of a valid medical certificate. The employee is entitled to full pay for the first month of sick leave, half pay for the second month of sick leave, and no pay for the remaining sick leave. Q: What are the obligations of Ethiopian employers in respect of employee income tax? What are the employee's income tax obligations? The income tax rate depends on the employee's income and ranges from 15% to 35%. Income tax must be deducted from the employee's salary and paid to the Ethiopian Revenue and Customs Authority. #hr #labourlaw #employment #compliance #EOR #pension #payroll

As global businesses seek to expand into new territories, China's thriving economy and its vast consumer market present compelling opportunities. However, the complexities of international hiring can be a significant barrier. This is where Employer of Record (EOR) services step in, offering a streamlined approach to establish a business presence in China without the challenges of setting up a legal entity. The allure of China's market is undeniable, with its growing middle class and a government that champions innovation. Yet, the legal intricacies of hiring in China can be daunting. EOR services act as a legal employer, assuming responsibilities for employment compliance, thus alleviating the burden on the client company. Why Opt for EOR Services in China? 1.  Compliance Simplification: Navigating foreign legal landscapes is fraught with potential pitfalls. EOR services ensure that all employment practices adhere to Chinese regulations, providing a safeguard against legal non-compliance. 2.  Rapid Market Penetration: EOR facilitates swift hiring and business initiation, sidestepping the lengthy process of legal entity establishment. 3.  Cost-Effective Solution: EOR services are typically more cost-effective than establishing a subsidiary, allowing for resource reallocation to core business functions. 4.  Cultural Insight: With an intimate understanding of local business customs, EOR providers ensure operational effectiveness within China's cultural context. 5.  Strategic Support: EOR services provide end-to-end support, from recruitment to retention, helping to build a robust local team. The Future of EOR in China China's ongoing openness to foreign investment and innovation positions EOR services as pivotal for global companies. They act as a gateway to the Chinese market, providing a legal and cultural bridge for businesses. If you need EOR in China,please contract us！ https://lnkd.in/gqwhTACK

Long time no see, today is an answer to the question about the labor and employment regulations of the Democratic Republic of the Congo. Q: What is the standard of annual leave in the DRC? A: An employee who has worked continuously in the Democratic Republic of the Congo for at least one year is entitled to annual leave, the duration of which depends on the age of the employee as follows: ① Employees over the age of 18: one day off for each month of work. Therefore, after working for one year, you can get 12 days of annual leave every year. ② Employees under the age of 18 can get one and a half days of annual leave for each month of work. Therefore, after working for one year, you can get 18 days of annual leave each year. It should be noted that the employee's total annual leave will be increased by one day for every five years of employment, provided that the employee has worked for the same company for five consecutive years. Q: What are the parental leave standards in the Democratic Republic of the Congo? Does it apply to both parents or only to the mother? A: In the Democratic Republic of the Congo (DRC), every female employee is entitled to 14 consecutive weeks of maternity leave, which is divided as follows: ① Before childbirth, you can enjoy 6 weeks of maternity leave; ② After childbirth, you can enjoy 8 weeks maternity leave. There is currently no legal provision for paternity leave for male employees in the DRC. Q: Is there a probation period in the DRC? A: The Labor Law of the Democratic Republic of the Congo stipulates that every employment contract must have a probation period. If a probationary period is included in the contract, it must be signed in writing and the probationary period cannot exceed 6 months, depending on the job performed by the employee. #hr #labourlaw #employment #compliance #EOR #pension #payroll

Last week, we addressed some questions regarding employment in Mexico. This issue, let's tackle three more questions about employment in Mexico. Q: How can foreign employees work legally in Mexico? A：Foreign employees first need to obtain sponsorship from an employer who is registered with the National Immigration Institute of Mexico. Then, the employer applies for a work permit, and the employee applies for a temporary or permanent resident visa (for foreign employees with long-term work or specific technical needs). After entering Mexico with a visa, foreign employees must go to the immigration office within 30 days to process the visa conversion procedures, changing the temporary visa to a work permit and residence card. Q: What types of insurance are mandatory for employees in Mexico? A：In Mexico, employees are required to compulsorily contribute to medical insurance, work injury insurance, and disability life insurance. Q: What types of employment contracts are legal in Mexico? A：Indefinite contracts: This is the most common type of employment contract for Mexican employees, which does not terminate unless one or both parties take action to end the work agreement. Fixed-term contracts: These contracts are used only when necessary for the nature of the work, such as for specific projects or to replace other employees on long leave. Seasonal contracts: These contracts are only applicable for work during specific periods of the year, such as holidays, peak tourist seasons, or harvest seasons. #Mexico #LegalWork #ForeignEmployee #WorkPermit #ResidenceCard #MandatoryInsurance

Today, let's address some of the clients' queries regarding employment in Mexico: Q: Is the Christmas bonus in Mexico mandatory, and how is it distributed to employees? A: The Christmas bonus in Mexico, known as "Aguinaldo," is indeed mandatory. According to the Mexican Labor Law, employers are required to pay this bonus to all employees before December 20th each year. This regulation applies to all employees, whether they are permanent or temporary. Specific provisions are as follows: Payment deadline: The Christmas bonus must be paid before December 20th. Employers are not allowed to delay this payment date. Amount calculation: The amount of the Christmas bonus is equivalent to at least 15 days of the employee's salary. This means that regardless of the duration of employment, all employees are entitled to a Christmas bonus of at least 15 days' wages. If an employee has not worked for a full year, they are still entitled to receive a proportional bonus. Q: If an employee works on a Sunday in Mexico, is the employer required to pay overtime? A: The compensation for working on Sundays in Mexico is usually referred to as the "Sunday Premium" or "Pria Dominical." This premium is stipulated by the Mexican Labor Law to compensate for the special working conditions of employees on Sundays. The specific provisions are as follows: Applicable situations: If an employee works on a Sunday, even if it is their regular working day, the employer must pay the "Sunday Premium." Amount: According to the Mexican Labor Law, employees working on Sundays should receive an additional premium of at least 25% of their regular salary. This means that if an employee works on a Sunday, they should be compensated with 25% more than their usual wage. Q: How is the minimum wage regulated in Mexico for the year 2024? A: The minimum wage in Mexico has been significantly adjusted in 2024, with an increase of 20%. From January 1, 2024, the minimum daily wage in most areas of the country has been raised to 248.93 Mexican Pesos (approximately 14.50 USD), while the minimum daily wage in the Northern Border Free Zone has reached 374.89 Mexican Pesos (approximately 21.83 USD). #Mexico #Payroll #Workforce #HRCompliance #Employment #Requirements

Recently, Shanghai,China introduced a policy aimed at attracting foreign companies to relocate to the mainland. This is a great opportunity for global companies that want to tap into the Asian market. Here are the key takeaways from the policy: 1️⃣Improve the production quality of foreign-funded enterprises: a. Can provide financial and policy support and facilitation for global R&D centers; b. It will encourage well-known projects in the fields of global financial services, biomedicine and fashion consumption to be put into production in China; c. Encourage qualified foreign investors to set up investment companies and regional headquarters in Shanghai, and enjoy the treatment of foreign-invested enterprises in accordance with relevant regulations of China. 2️⃣Improve operation facilitation for foreign investment a. Explore the security management mechanism of cross-border data flow and provide cross-border data flow services. b. Improve the living service facilitation level for foreigners in Shanghai, including salary purchase and payment of foreign exchange services and measures to facilitate foreigners to come to China. 3️⃣Optimize foreign investment services: a. Ensure that foreign-invested enterprises enjoy national treatment and participate in government procurement and other activities. b. Improve the mechanism for protecting the rights and interests of foreign investors and provide diversified dispute resolution services. 4️⃣Improve foreign investment promotion methods: c. Establish a working mechanism for promoting foreign investment to improve the efficiency and quality of investment promotion. d. Actively carry out domestic and foreign investment promotion activities and expand foreign investment promotion channels. If you are planning to develop in the Greater China region, please contact us and we will provide you services in the Asia-Pacific region. #HR #Fortune #EOR #Payroll #Asia