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Correctly administrating your remote workers

International employee administration requires international knowledge

When you hire employees in different parts of the world, you may not be aware of local legislation and regulations. This can lead to serious issues for both you and your employee. We ensure your administration is completed properly from the very beginning.

Payroll, taxes, and benefits made easy

Let our team of professionals handle the complexities of running your cross-border Human Resources operations. We manage all aspects of administration, including payroll, time off, local holidays, local employment, local work permits, and taxes.

Leave remote payrolling to the expert

Thanks to our network and global infrastructure, we are able to offer you and your employees professional services in global payrolling. Our team is composed of experts from all over the world. They will work with you to directly manage your global payrolling services.

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THE STRENGTH OF OUR SERVICES

What can you expect from
our remote payrolling services?

Hassle-free administration

We provide you and your remote workers with a hassle-free operation. From the enrollment process to ultimately terminating the contract, every step is simple.

100% compliance

Thanks to our specialized expert teams, you are ensured administration compliant with all local rules and legislation.

All-in-one platform

You are able to access all related employee documentation on one single platform, including employee benefits, current agreements, and payrolling.

Immigration rules

We arrange the necessary working visas for your remote workers, expats, short time assignees, and digital workers worldwide.

Employer of Record (EOR)

We hire your employees abroad as well, managing payrolling, tax declarations and salary sheets, and releasing you from all responsibilities.

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Why RemotePayroll?

RemotePayroll is part of Expat Payroll with over 10 years of experience in expat payrolling. We have a deep understanding of corporate immigration and employment law in countries worldwide. Our professional Expat Payroll team knows how to navigate complicated international regulations and get things done.

German employment law

Unfortunately, German employment law is not contained within just one law. Instead, it is governed by statutory regulations codified in (among other laws) the German Civil Code. It is also governed by various federal acts. Such as the Part-Time and Fixed-Term Work Act, and the Employee Leasing Act. But as well the Holidays Act, Act on Maternity Protection, and the Dismissal Protection Act.

Collective labor law through code termination, trade unions, and collective bargaining all play a role as well.

Protection of employees

German employment law provides excellent labor conditions for employees and protects them in a serious way. As such, employing remote workers in Germany can be seen as an important investment and commitment.

Flexible workers

Temporary agencies are popular options for German companies that require more flexible workforce arrangements. For these and many other reasons, professional legal services are strongly recommended. Employing in Germany with all its rules and legislation can be quite complicated.

Employing in Germany

Only legal entities in Germany can employ (remote) workers in Germany. The complexity of employment regulations in Germany results in a burdensome process to meet full compliance with employment laws. Remote Payroll can handle all payrolling, taxes, benefits, and compliance, so you can focus on what matters most: your people.

EU Blue Card

With an EU Blue Card, highly qualified non-EU workers have the right to live and work in Germany. This option is only available to people who are in possession of higher professional qualifications. Such as a university degree, and a binding employment contract with a higher-than-average salary.

Minimum salary conditions EU blue Card Workers

Germany has recently increased the minimum salary requirements for both first-time applicants, and for people who are renewing their application. The conditions are as follows:

  • Non-shortage occupations: Annual salary from €55,200 to €56,800
  • Shortage occupations: Annual salary from €43,056 to €44,304

Portuguese employment law

The Portuguese labor law is not contained under one single law. The main source for labor laws is the Portuguese Constitution. This sets the fundamental rights and principles for both employees and employers. Additionally, the European legislation, the Portuguese Employment Code, and the Regulation of the Employment Code all apply as well.

Collective bargaining agreements and individual agreements also play a role in labor law in Portugal.

Protection of employees

The majority of rules regarding employee protection are set by the Portuguese Employment Code. These rules are mandatory and cannot be modified either by collective bargaining or agreement between two parties. All workers in Portugal are protected by Portuguese employment law.

EU Blue Card

With an EU Blue Card, highly qualified non-EU workers have the right to live and work in Portugal. This option is only available to people who are in possession of higher professional qualifications. Such as a university degree, and a binding employment contract with a higher-than-average salary.

Employing in Germany

Any employer in Portugal needs to own a legal entity within the country. All management of payroll, taxes, benefits, and compliance must be completed by the local resources of the company. The complexity of employment regulations in Portugal presents a challenge when attempting to achieve full compliance with employment laws. Remote Payroll can operate all payrolling, including taxes, benefits and compliance. You can focus on what matters most to your company: your people.

Flexible workers

There are no specific rules about flexible workers in Portugal. General labor laws apply to flexible workers as well.

Minimum salary conditions EU blue Card Workers

The minimum wage for full time workers in Portugal is €741 per month in 12 payments. Or €635 per month in 14 payments. To work in Portugal, the gross annual salary must be 1.5% higher than the relevant salary threshold.

For 2021, Portugal set the minimum salary threshold at €665 per month. This means that the minimal gross annual salary should be €11.970, or €997,50 per month.

Spanish employment law

Spanish employment law is not contained under one single law. Instead, it is governed by statutory regulations defined in the Spanish Civil Code and the Spanish Workers’ Statute. The Spanish Workers’ Statute regulates all legal issues and regulations in Spain. Including the will of parties intended in employment contracts, local and professional customs, and collective bargaining agreements.

Protection of employees

Spanish employment law provides strong labor conditions and protection for all employees. Employing people in Spain is, therefore, viewed as an important investment and commitment.

EU Blue Card

With an EU Blue Card, highly qualified non-EU workers have the right to live and work in Spain. This option is only available to people who are in possession of higher professional qualifications. Such as a university degree, and a binding employment contract with a higher-than-average salary.

Employing in Spain

To employ workers in Spain an employer is required to own a legal entity in Spain. From which payroll, taxes, benefits, and compliance are managed. The enormous complexity of employment regulations in Spain makes full compliance with employment laws a difficult task.

Another solution is Remote Payroll’s Global Employer of Record (EOR). Your team could be employed by our local legal entity in Spain. We will operate all administration of payroll, taxes, benefits, and compliance, and you can focus on directing your assets.

Flexible workers

Temporary agencies are popular options in Spain for more flexible workforce arrangements. For flexibility purposes and many other reasons, professional legal services are recommended. As employing in Spain, with all its rules and legislation, can be rather complex.

Panoramic view of famous Alhambra de Granada, Andalusia, Spain.

Minimum salary conditions EU blue Card Workers

The minimum salary in Spain is €1.108 per month in 12 payments and €950 per month in 14 payments. In Spain, the gross annual salary, must be 1.5% higher than the relevant salary threshold. For 2020, Spain has set the minimum salary threshold at

€33.908, which is €2.826 per month in 12 payments.

Dutch labour law

Dutch labour law is intricate and, in certain respects, differs greatly from other legal systems. In particular, the position of the employee, especially with respect to dismissal, is better protected than in many other countries.

Remote Workers Netherlands

While the benefits of this are clear to both businesses and employees (reduced office expenditure, higher productivity, increased work satisfaction and flexible working hours), it is also clear that some countries are much better set up than others to suit the demands of freelancers, entrepreneurs and business owners. And the Netherlands, apparently, is Europe’s forerunner.

Highly skilled migrant

The Highly Skilled Migrant Scheme is a fast and relatively simple procedure for hiring knowledge workers from outside the EU. It is by far the most popular option for companies that want to recruit international staff. For instance, no prior work permit is required.

Types of employment contracts in the Netherlands

There is a variety of employment agreements for employees in the Netherlands, with temporary and permanent contracts being the most common.

Temporary labour contract

Permanent labour contract)

Contract with a recruitment agency

Zero-hour contract

Freelancer contract

Rotterdam, The Netherlands, February 13, 2019: a striking purple sunset sky over the Nieuwe Maas river with Erasmus bridge and Wilhelminapier jighrise in the background

Salary requirements for highly skilled migrants in 2020

A minimum salary requirement exists for highly skilled migrants. The application must be accompanied by an employment contract confirming the salary. The minimum gross monthly salary of a highly skilled migrant in 2020 was as follows.

  •  €3,381,00 (excluding 8% holiday allowance) for highly skilled migrants under 30.
  • €4,612,00 (excluding 8% holiday allowance) for highly skilled migrants aged 30 or older.
  •  €2,423,00 (excluding 8% holiday allowance) for highly skilled migrants after an orientation year for graduates or highly educated persons.

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