Are your “contractors” or top talent working remotely while living in the UK, Canada, or somewhere abroad, potentially in a non-compliant setup and are actually employees under local law?

Expanding globally shouldn’t mean exposing your small business to crippling legal risk, back pay claims, or audits. Join us for a candid fireside chat with finance and operations leaders from Percent and Highline who successfully navigated the toughest compliance hurdles to scale their international teams. They’ll share their practical playbook for retaining talent and growing internationally, all without setting up complex foreign entities.

You’ll hear the honest truth about the complexity of international labor laws. Discover why non-negotiable employee protections and mandatory benefits are far stricter outside the U.S., and what you must do to stay compliant and confident.

During this candid conversation, you’ll discover:

• The immediate, cost-effective alternative to establishing a foreign legal entity, and why an Employer of Record (EOR) is the ideal solution for small teams (1–10 employees per country).
• Hidden compliance traps that caught even experienced leaders by surprise, including mandatory consecutive time off and complex termination rules in markets like Brazil and the UK.
• How to structure compliant salary and benefit packages (such as the mandatory “13th salary” in Brazil) using local benchmarks and cost simulations for transparency.
• A scalable roadmap for expansion: starting with international contractors on short-term projects and quickly transitioning them into compliant full-time roles to mitigate misclassification risk.
• The single non-negotiable requirement smart SMBs rely on when choosing a global HR partner: integrated platforms, direct entities, and dedicated local experts to navigate constantly changing labor laws.
• Advice on how to prioritize culture and connection to ensure your international employees feel fully supported and part of a unified, global team.

Watch the on-demand webinar today

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