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Skuad eliminates the need for local entities by managing global employment and payroll, allowing your legal team to focus on growth without the burden of establishing subsidiaries.
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Skuad stays ahead of ever-changing landscape of local employment laws. Our platform provides up-to-date information, ensuring your organization remains compliant in everywhere.
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Avoid costly fines and legal disputes with Skuad’s expert guidance on employee vs. contractor classification, ensuring compliance with local employment laws and reducing misclassification risks.
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Your organization’s data privacy and security are top priority. Our platform is designed to comply with global data protection regulations, offering peace of mind through enhanced data security measures.
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Transform your global employment journey with customized, efficient, and trustworthy solutions.
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See the latest blogs, news and insights about global compliance and international employment.
We’ve researched the common legal troubles you’re likely to face when managing a distributed workforce and the best ways to make sure you don't encounter them. Read our guide to know more.
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Legal and tax risks should be assessed and planned for before hiring international employees and contractors. Lucky for you, you can just partner with Skuad as your Employer of Record, and we'll manage everything.
Employee misclassification occurs when an employer classifies a worker as a contractor instead of a full-time employee. Learn more about the consequences and how you can avoid misclassification easily on our blog.
A compliance team makes sure a company follows laws and rules, focusing on specific regulations. A legal team handles a wider range of legal issues, including giving legal advice and handling legal documents and disputes. They work together but have different main goals.
To decide if someone is an employee or a contractor, look at how much control the company has over their work, how they get paid, and their relationship with the company. Employees are more integrated into the company, while contractors work more independently.
There aren't universal global labor laws that apply everywhere. Each country has its own laws. However, international guidelines from organizations like the International Labour Organization (ILO) suggest standards on work conditions that many countries follow.
Skuad helps companies manage workers around the world by taking care of payroll, making sure everyone is paid right and on time, and following local laws. This lets companies focus on growing their business without worrying about these challenges.
International data privacy laws are rules to keep personal information safe around the world. Each country has its own laws, like the GDPR in Europe, which protect people's privacy and control how their data can be used and shared. Companies working in different countries need to follow these laws to protect their customers' information.
Paid Time Off (PTO) policies vary widely across countries and companies, making it difficult to provide a global average. However, according to a 2019 study by the International Foundation of Employee Benefit Plans, the average number of PTO days for full-time employees in the United States was 17.1 days per year.
The United States does not have a federally mandated annual leave policy for private sector employees. Instead, companies are free to set their own policies and offer vacation time, sick days, and other forms of paid time off as they see fit. The average number of PTO days for full-time employees in the United States was 17.1 days per year.
Iran is the most generous country when it comes to paid time off, with 27 holidays and 26 days of paid leave contributing to a total of 53 paid vacation days.
Vacation and PTO (Paid Time Off) are both types of paid leave, but they differ in how they are earned and used. Vacation time is typically earned over time and can only be used for planned time off, while PTO combines vacation, sick leave, and other types of paid leave into a single bank of time that can be used for any purpose.
The United States does not have a federally mandated mandatory leave policy for private sector employees. However, the Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons.
Vacation and annual leave are both types of paid time off, but the main difference is that vacation is typically used for leisure and personal activities, while the annual leave is more flexible and can be used for any purpose, including personal and medical needs.
The most common PTO (paid time off) policy in the US is the accrual method, where employees earn a certain amount of PTO hours for each hour worked, typically ranging from 0.5 to 1.5 hours per week depending on the company's policy. Once accrued, employees can use their PTO hours for vacation, sick leave, or personal time off, subject to their employer's approval.
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