Having to terminate an employee who works in a different country can be one of the most contentious and difficult aspects of global workforce management. This is especially true considering that the concept of "at-will" employment is generally inapplicable outside of the United States. Termination laws in other countries are typically weighted in favor of the employee. As a result, when a company that has employees in countries outside of the United States chooses to end the employment relationship - whether due to a layoff, restructuring, performance issues, misconduct, or otherwise - that employer must proceed with caution. If an international termination is handled incorrectly, the employer may find itself on the hook for significant damages including reinstatement, back pay, front pay, emotional distress damages, and more. In this session, Nancy Cremins and Nicole Forbes discuss international terminations, leading you through hypothetical situations on how to deal with these actions in different countries.
- Learn about the intricacies of hiring and terminating employees globally in terms of employee labor laws.
- Understand the ramifications of being out of compliance with global labor laws.
- Learn actionable steps you can take to navigate international terminations using best practices that will limit risk.