How to Monitor and Enforce Global HR Compliance

Learn how to proactively monitor local compliance regulations and set up policies that automatically enforce them.


Caroline Esser

Lead Counsel


Sarah Bloom

Employment Counsel


Key Takeaways


The cost of non-compliance can be steep.

Each country can have high monetary penalties for failing to comply with the law. For example, not paying someone minimum wage in Germany can result in a fine of up to €500,000.


Employers should avoid misclassifying independent contractors.

Misclassification happens when a business treats a worker as a contractor, when it should have treated that worker as an employee. Misclassification can result in claims and financial penalties, as well as reputational damage.


Stay vigilant and proactive to avoid non-compliance.

Companies need to monitor and enforce compliance, globally, at all times. This should include flagging potential issues and setting up automated policies.


An Employer of Record (EOR) handles compliance for you.

The Rippling EOR handles all of this employment law compliance for you, including local employee agreements, IP protection, and expert local advisors.

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