International workforce planning for hiring workers in another country

How to Hire Workers in Another Country: What Businesses Need to Know

ByAdvGG-Admin

Hiring workers in another country can help businesses access skills, support international projects and expand into new markets.

But finding the right person is only the beginning.

When a business hires internationally, it needs to consider more than recruitment. Type of employment solution, pre-employment screening and background checks, contracts, pre-deployment training and HSE induction, payroll set up, tax and social security, immigration and compliance are all part of the process, and the requirements will vary depending on where the worker is based, where they will work and what type of working relationship they will have.

For businesses planning international expansion or preparing to deploy workers overseas, understanding these considerations before making a hire can help prevent avoidable delays and compliance issues.

What does international hiring involve?

International hiring is the process of employing or engaging a worker who will perform their work in a country different from the company’s existing location or home market.

This could involve:

  • Hiring an employee who is already based overseas
  • Recruiting someone in a new country
  • Hiring an international contractor
  • Relocating an existing employee
  • Deploying workers to an overseas project
  • Building a workforce in a new market
  • The right approach depends on the circumstances.

A permanent employee, an independent contractor and a worker temporarily deployed to another country can have very different requirements. Businesses should therefore establish the nature of the working relationship and where the work will actually take place before deciding how the arrangement should be structured.

The International Labour Organization (ILO) emphasises that employment relationships operate within national legal frameworks and that fair recruitment should include clear and transparent employment terms.

Decide what type of worker you need

Before looking at payroll or immigration, determine what type of worker the business actually needs.

For example, is the business looking for:

  • A permanent employee?
  • A temporary employee?
  • An independent contractor?
  • A worker being relocated from another country?
  • A project-based worker?

This distinction matters because the obligations associated with different working relationships can vary.

A business shouldn’t assume that simply calling someone a “contractor” makes them an independent contractor. The actual working arrangement and the rules in the relevant jurisdiction need to be considered.

Getting this decision right at the beginning can help avoid having to restructure the arrangement later.

Understand the rules in the country where the person will work

One of the biggest mistakes businesses can make when hiring internationally is assuming that their existing employment processes will work in another country.

They may not.

Employment rules are established through national legal frameworks, and requirements can differ considerably between jurisdictions.

Depending on the country and the nature of the role, businesses may need to consider:

  • Employment contracts
  • Working conditions
  • Unions and collective bargaining agreements
  • Working hours
  • Leave
  • Termination requirements
  • Employee protections, equal pay and equal treatment rules
  • Social security
  • Payroll
  • Tax
  • Benefits

The ILO’s fair recruitment guidance also stresses that employment terms should be clear, transparent and understandable to workers, with appropriate written contracts that comply with applicable national requirements.

The practical lesson is simple:

Don’t assume a contract or employment process designed for one country can automatically be used in another.

Check immigration and work authorisation requirements

If the worker needs to physically enter another country to perform their job, immigration requirements may become part of the hiring process.

Whether a visa, work permit or other authorisation is required depends on factors such as:

  • The worker’s nationality
  • The destination country
  • The type of work
  • The length of the assignment
  • The worker’s existing immigration status

There is no single global rule that applies to every international worker.

For businesses mobilising workers for projects, this is particularly important. A delay in obtaining the appropriate authorisation can affect when a worker can legally begin their assignment.

Immigration planning should therefore happen before the worker is expected to start work, rather than being treated as an administrative task at the end of the recruitment process.

Plan how payroll and tax will work

International payroll can introduce additional considerations because the worker, employer and place where the work is performed may be in different countries.

Businesses may need to establish:

  • Where the worker is performing their duties
  • Which payroll obligations apply
  • Where employment income may be taxable
  • Whether social security contributions apply
  • Who is responsible for reporting and payments
  • How the worker will be paid

The OECD’s 2026 Taxing Wages report highlights the significant differences in income taxes, employee social security contributions and employer social security contributions across countries.

Cross-border remote work can also create additional considerations. In May 2026, the OECD published guidance explaining how existing international tax principles apply to situations where employees work remotely across borders and when this may create a taxable presence for a business.

This is why international hiring shouldn’t be treated as simply adding another person to the company’s existing payroll.

Make sure the contract reflects the arrangement

The contract should clearly set out the worker’s terms and reflect the actual working relationship.

Depending on the arrangement, this may include:

  • Role and responsibilities
  • Location of work
  • Compensation
  • Working arrangements
  • Benefits where applicable
  • Contract duration
  • Termination provisions
  • Relevant company policies
  • Other applicable terms

For international workers, clarity is particularly important.

The ILO’s fair recruitment guidance recommends that migrant workers receive clear, understandable employment information and written contracts, with terms that are transparent and consistent with applicable laws and regulations.

A contract shouldn’t simply be copied from another country and have the location changed.

The agreement needs to reflect the actual circumstances and applicable requirements.

Build compliance into the process from the start

Compliance shouldn’t be something businesses check after the worker has already started.

Before hiring internationally, ask:

  • Who will employ or engage the worker?
  • Where will they physically perform their work?
  • What local rules apply?
  • Who will manage payroll?
  • What tax and social security obligations need to be considered?
  • Does the worker need immigration authorisation?
  • Who will manage the ongoing compliance requirements?

These questions become increasingly important as a business moves from one international worker to a workforce spread across several countries.

The ILO’s current Fair Recruitment Initiative continues to emphasise transparent recruitment, worker protection and fair practices across national borders.

A simple checklist for hiring internationally

Before hiring a worker in another country, businesses should consider:

Where will the worker work?

Establish the worker’s actual working location.

What type of working relationship is required?

Determine whether the business needs an employee, contractor or another type of arrangement.

What local requirements apply?

Review the employment and workforce requirements in the relevant country.

Does the worker need immigration authorisation?

Check the applicable requirements before the worker begins the assignment.

How will payroll and tax be managed?

Determine the relevant payroll, tax and social security responsibilities.

Is the contract appropriate?

Make sure the agreement reflects the actual relationship and applicable requirements.

Who will manage ongoing compliance?

International hiring doesn’t end when the contract is signed.

Can the process scale?

Consider whether the approach will still work when the business has workers in several countries.

The challenge isn’t just finding the right person. International hiring can create opportunities for businesses, but it also introduces additional layers of workforce management.

The challenge is not simply:

“Can we find someone in another country?”

It’s:

“Can we legally, compliantly and efficiently engage, pay and manage that person?”

That distinction becomes particularly important for businesses expanding into new markets or deploying workers for international projects.

Recruitment, contracts, payroll, immigration and compliance need to work together.

How THE ADvANTAGE GLOBAL GROUP can help

Managing an international workforce can become increasingly complex as businesses operate across more countries and projects.

ADV Global Group helps businesses manage the workforce requirements behind international operations through Contract Management, Payroll, Immigration Solutions, HR & Contractor Management, Mobility Management and Tax Compliance.

Whether a business is entering a new market, mobilising workers for an international project or managing contractors across multiple jurisdictions, having the right workforce infrastructure in place can help reduce administrative complexity and give businesses greater confidence as they expand.

Need support managing an international workforce? Contact ADV Global Group to discuss your requirements.

Frequently Asked Questions

Can a company hire someone who lives in another country?

Yes, but the appropriate structure and requirements depend on the countries involved, where the worker performs their duties and the nature of the working relationship.

Does an international worker always need a work visa?

No. Immigration requirements depend on factors such as nationality, destination, type of work and duration of the assignment. The applicable rules should be checked before the worker begins work. Allow plenty of time for this crucial step in the process as wor permit applications can take up to several months in certain countries, depending on the nationality of the applicant.

Can a business use the same employment contract in every country?

Businesses shouldn’t assume that one contract will meet the requirements of every jurisdiction. Local requirements can differ, so contracts should be reviewed for the relevant country and working arrangement.

How does international payroll work?

International payroll depends on factors including where the worker performs their duties, applicable tax and social security rules, and who is responsible for payroll and reporting.

What is the biggest challenge when hiring internationally?

There isn’t one universal challenge. Businesses often need to coordinate several areas at once, including worker classification, contracts, payroll, tax, immigration and compliance.