Global Compliance
Stay Compliant With Local Labor Laws in Every Country You Hire
Every country has different contracts, tax rules, social security, termination procedures, and worker classification standards. Get any wrong and you face fines, back-payments, and legal action. RecruitGo handles all of it.
What Goes Wrong When Companies Skip Compliance
Over 40% of global companies reported compliance failures leading to fines, penalties, or back pay.
Backdated social security and tax
Reclassified workers trigger 20-30% of total salary history in unpaid contributions, plus interest and penalties.
Severance and benefit claims
Retroactive 13th month pay, gratuity, leave, and separation pay spanning the entire engagement period.
Work permit violations
In UAE, Thailand, and Singapore, employing without valid permits is criminal — fines, imprisonment, deportation, and bans.
Operational disruption
WPS violations block UAE work permits. EPFO defaults freeze Indian bank accounts. Thai courts order reinstatement with back wages.
Every Layer of Employment Compliance
We don't advise on compliance — we own it. Every contract, filing, and contribution runs through our entities.
Employment Contracts
Locally compliant, correct language (Bahasa, Vietnamese, Thai, Arabic). Bilingual versions. Updated when laws change.
Worker Classification
Every worker properly classified and employed through our entity. No gray areas, no contractor arrangements that could be reclassified.
Social Security & Pension
Registration and monthly contributions to all required agencies: SSS, BPJS, EPF, CPF, EOBI, SSF, GPSSA, MPF.
Tax Withholding & Filing
Monthly withholding per local rates. Year-end reconciliation and filing (Form 16, BIR 2316, IR8A, PND 1). We calculate, remit, and file.
Termination & Separation
Due process per local law: two-notice rule (PH), negotiated separation (ID), LIFO (MY), labor court (TH). Correct severance and gratuity.
Regulatory Monitoring
Thailand maternity (Dec 2025), Malaysia EPF for foreigners (Oct 2025), Vietnam new SI law (Jul 2025). We track, adjust, and notify.
The Biggest Compliance Risk in International Hiring
Up to 30% of employers have misclassified at least one worker. Every country defines "employee" differently — degree of control, exclusivity, integration, economic dependency, tools usage. Courts look at substance, not the contract label.
| Country | Key triggers | Consequences |
|---|---|---|
| Philippines | Follows your schedule, works exclusively, uses your tools | Backdated SSS/PhilHealth/Pag-IBIG (15%+), 13th month, separation pay |
| Indonesia | Works under your direction, economically dependent | Backdated BPJS (12%+), THR, severance (up to 9 months) |
| India | New Labour Codes broadly define employment | Backdated EPF (24%), ESI, gratuity, criminal penalties |
| Vietnam | 2019 Labor Code: substance over contract label | Backdated SHUI (32%), severance, inspector audits |
| Thailand | Court examines control, integration, dependency | Backdated SSF, severance (up to 400 days), reinstatement |
| UAE | Visa system mitigates, but free zone contractor risk exists | Backdated gratuity, WPS violations, labor bans |
| Singapore | MOM examines economic realities | Backdated CPF (37% for citizens), MOM enforcement |
How RecruitGo eliminates this risk: We don't classify workers as contractors. We employ them. Every person hired through RecruitGo has a local employment contract, is registered with all government agencies, and receives statutory benefits from day one. No classification ambiguity.
What Makes Each Country Different
Key compliance factors RecruitGo manages in each market.
From First Hire to Full Compliance in Days
You focus on your people. We handle every legal and regulatory requirement.
Contract language, social security, tax withholding, mandatory benefits, notice periods, industry-specific rules. Clear brief and cost breakdown before you commit.
Local legal team drafts in required language. IP, non-compete, confidentiality, probation, termination — all tailored to local law. Updated when laws change.
Employee registered with all required agencies on start date. Monthly contributions calculated at current rates, deducted, and remitted on time.
Onboarding through performance changes, salary adjustments, leave tracking, and termination. Full exit process: notice, settlement, severance, deregistration.
Frequently Asked Questions
About global compliance through RecruitGo.
Ensuring employment practices meet legal requirements in every country: contracts in correct language, social security registration, tax withholding, statutory benefits, compliant termination, and proper worker classification. Each country has different rules.
We are the legal Employer of Record. We employ through our own local entities with local HR and legal teams. We draft contracts, register with agencies, calculate and remit contributions, file returns, and manage the full lifecycle per local law. We own the obligation.
Treating someone as a contractor when local law considers them an employee. Most common and expensive compliance failure. Consequences: backdated social security (20-30% of salary history), tax, benefits, severance, and sometimes criminal liability. RecruitGo eliminates this by employing every worker from day one.
India (new Labour Codes, data analytics enforcement), Philippines (DOLE investigations), Indonesia (broad Manpower Law), Vietnam (active labor inspectors), Singapore (MOM scrutiny under FCF), Hong Kong (new 468 rule extending protections).
Not with an EOR. We employ through our entities. No company registration, bank accounts, or government agency interaction needed. For most companies hiring 1-50 in a market, EOR is fastest and most cost-effective.
We monitor changes continuously through local teams. When rates change or new entitlements are introduced, we adjust contracts, payroll, and benefit enrollments automatically. Advance notice of any cost impact. No need to track foreign gazettes.
We manage disputes through local legal channels — DOLE (PH), Manpower Office (ID), Industrial Court (MY), etc. Our local team handles response, negotiation, and settlement per due process requirements.
Yes. We draft new employment contracts, register with agencies, set up payroll, and ensure smooth transition. Critical in India, Philippines, and Vietnam where enforcement is tightening.
