If you are thinking of working in another country, it is important to know the different types of contracts that exist for international mobility. When you change country, it is likely that the labor legislation and working conditions will also change, so it is essential to be informed to make the right decision.
In this article we will explain the most common types of contracts for international mobility, their characteristics and the frequently asked questions that users often have on this subject.
The local contract is the most common type of contract for those who move to another country and wish to work there. This type of contract is governed by the labor laws of the destination country and establishes the labor, salary and social security conditions.
The local contract also establishes the duration of the contract, which may be indefinite or temporary. If the contract is temporary, it must include an end date or a set duration period.
If you are interested in working abroad, it is important to check the labor laws of the destination country before signing a local contract. You may need work permits or visas to work in the country, so you should check before accepting any job offer.
The expatriate contract is a type of contract used when a company sends an employee to work in another country for a specific period of time. The company usually covers the employee’s travel, housing and social security expenses, as well as additional compensation for the move.
The expatriate contract also sets out the labor, salary and social security conditions, but is governed by the labor laws of the employee’s home country.
If you are considering working abroad under an expatriate contract, it is important that you consult the terms of the contract carefully. Make sure you understand the relocation conditions, the expenses the company will cover and any additional compensation you will receive.
Remote employment contract
The remote employment contract is a type of contract used when the employee performs his or her tasks from another location (not at the office). This type of contract is governed by the labor legislation of the country where the company is located and establishes the labor, salary and social security conditions.
The employee has the freedom to work from any location, as long as he/she has access to the necessary resources to perform his/her tasks. However, it is important that clear agreements are established between the worker and the company on the working hours, the tasks to be performed and the frequency of meetings.
What should I consider before signing an international contract?
Before signing any international contract, you should make sure you understand the labor laws of the destination country, any necessary work permits or visas, and the labor, wage and social security conditions set forth in the contract. It is important that you consult with an attorney specializing in international labor law to make sure you understand all aspects of the contract.
What happens if the contract is terminated?
In the case that the contract is terminated before its expiration, you should review the conditions set forth in the contract to determine whether you are entitled to severance pay or unemployment benefits. It is important that you consult the labor laws of the destination country to understand your rights and obligations as a worker.
What if I have a dispute with my employer abroad?
If you have a dispute with your employer abroad, you should try to resolve it amicably in the first place. If you cannot resolve it this way, you can go to the labor authorities in the destination country or hire a lawyer specialized in international labor law.
In conclusion, if you are considering working abroad, it is important that you understand the different types of contracts available and the labor laws of your destination country.
Engaging the services of an attorney who specializes in global labor laws is advisable to prevent potential disputes down the road. For more information, please refer to our tax and legal advisory services.