The risks of using a global EOR
Organizations engaging talent internationally may benefit from the employer of record model, but its use can bring all manner of legal and administrative complications.
Equal treatment for temps: Lessons from across the pond
Existing policies in Europe provide a glimpse of what lies ahead for New Jersey employers following the passage of the state’s “Temp Worker Bill of Rights” legislation.
Employment concerns: Lawmakers tackle worker protections
From pay transparency and paid leave to tightening restrictions against temporary work and the use of AI, governing entities worldwide are poised to address employment concerns in 2023.
Potential fallout from UK salary skimming allegations
Two umbrella companies in the UK are accused of deducting improper sums from contractors’ pay. What the allegations could mean for contingent workforce programs and staffing firms.
Pay transparency: The growing trend
Many US states are enacting legislation to create pay transparency. SIA’s legal and regulatory research director explores the most recent rules coming out of California and their impact.
Working with umbrella companies: Do your due diligence first
Perceived to be a safe option for hirers in the wake of IR35 Off-Payroll Working Rules, umbrella companies have their own unique risks.
US plays catch-up on data privacy
Behind much of the world on data privacy, US lawmakers released a watershed privacy bill that would establish a federal standard. While it faces major hurdles, here’s what it comprises.
Queen’s Jubilee: Paid time off depends on the contract
As the UK prepares to celebrate Queen Elizabeth’s 70 years on the throne, here’s what employers need to know about workers’ entitlements.
Free flow of data
The European Commission and the US government have agreed in principle on a new Trans-Atlantic Data Privacy Framework, enabling data to move smoothly and safely between the EU and participating US companies without further requirements.
Joint employment tests: Two courts weigh in
Two recent court cases drew clear lines distinguishing between joint-employer and independent contractor classification analysis. Contingent workforce program managers will want to take note.
