Independent contractors or freelancers are self-employed individuals who provide services to companies as a non-employee. This is one of the most common ways companies tend to hire non-local designers, engineers, support reps, etc.
For legal and tax purposes, independent contractors are not classified as employees. They may work for multiple clients, set their own work hours, negotiate their pay rate, and decide how a job gets done.
For example, the IRS says that if an independent contractor or freelancer does work that can be controlled (what will be done and how it will be done) by an employer then they are, in fact, classified as an employee.
As you can imagine, hiring someone as an independent contractor versus an employee is a fine line to tread.
While there are benefits when you choose the contractor route, there are quite a few drawbacks to consider and you’ll need to weigh them carefully to determine the best fit for your company.
A foreign subsidiary is a company that operates overseas as part of a larger company who’s HQ is in another country.
Establishing a foreign entity is great for having an international presence and accessing new markets. Though, setting up a subsidiary in Albania can be expensive, stressful, and time-consuming. It's not for the faint of heart.
To set up a subsidiary in Albania, you have to:
If you're lucky, this process can take months. If you're not so lucky, it can take up to a year. And on average, it costs about $50k-$80k, all-in-all, to get setup. And that's just for Albania.
An employer-of-record (EOR) is a company that hires and pays an employee on behalf of another company.
An EOR is typically used to overcome the financial and regulatory hurdles that often come with employing remote workers.
Each country has its own payroll, employment, and work permit requirements for non-resident companies doing business in their jurisdiction. Meeting those demands can be a huge obstacle when it comes to hiring remotely.
At Panther, we help companies employ and pay people in over 160 countries, without having to set up a foreign subsidiary. Payroll, benefits, taxes, compliance, and more are all handled by us, at a fraction of the cost.
Outside of saving you months and tens of thousands of dollars, other advantages of using Panther are:
Because you no longer have to set up your own subsidiary, you’ll save a ton of time and tens of thousands of dollars using Panther.
Paying employees in Albania is not the same as paying workers in your own country. Employees have to be paid using Albania's employment and payroll standards.
This means that you have to know, understand, and keep up with 1) fluctuating currency changes, and 2) local payroll and tax laws in the countries you’re looking to hire in.
Outside of the laws and regulations around payroll, there may be different conditions surrounding leave, overtime, termination, and more. As you can imagine, maintaining this kind of regulatory knowledge can be challenging. But it is crucial and necessary to follow local legislation.
After, you’ll have to determine the best way to pay your international employees. This can be done in a number of ways, including but not limited to:
One of the most challenging (and expensive) parts of paying international employees is setting up the infrastructure to do so.
Before you start to run payroll, you have to register your company as the local employer in the country the worker resides in. As you can see in the “Set up a subsidiary” section, this is a multi-step process that can take up to a year and put you on your way to bankruptcy.
Outside of EORs acting as the full admin employer, many also provide remote payroll.
For example, at Panther, in just 1-click, you’re able to pay your entire global team, anywhere in the world. We send you an invoice each month, charge you in US Dollars, and pay your employees the same amount in their local currency.
We factor in currency fluctuations and use the mid-market rate plus any applicable fee passed on by our provider at cost at the time of billing.
A full-time work week is 40 hours.
Overtime is work in excess of 40 hours a week and is paid at the rate of 125% of the regular pay. Alternatively, the employer can compensate the employee with time off instead of additional pay.
For work on weekends and public holidays, the employee is entitled to pay at a rate of 150% of the regular pay.
The payroll cycle is monthly and wages must be paid by the last working day of the month.
There are no provisions in the law.
An employee who has worked a full year is entitled to 4 weeks (28 days) of paid leave. If the employee has been employed for less than one year, leave is calculated on a prorated basis.
There are 15 public holidays.
An employee can claim sick leave for the entire time of their illness until their doctor confirms that the employee is able to return. For the first 14 days of sick leave, the employer is obligated to pay 80% of the employee’s salary. From the 15th day onward, Social Insurance compensates the employee for 70% of their average salary of the past 6 months.
Women are entitled to 12 consecutive months of maternity leave. This includes a minimum of 35 days of leave before the child is born and 63 days after the birth of the child. Women who carry more than one child are entitled to 390 days of maternity leave.
During maternity leave the Social Insurance compensates the employee for 80% of the average monthly salary from the last 12 months for the first 6 months and 50% for the following 6 months.
There are no statutory laws regarding paternity leave.
An employee is entitled to 15 days of paid leave a year for a child under the age of 3 and 12 days for a child over the age of 3. In addition, an employee can take an additional 30 days of unpaid leave a year.
In the event of the death of a spouse or a member of your immediate family, the employee is entitled to 10 days leave.
For fixed-term contracts that are expiring, there are no obligations from the employee or employer to undergo any sort of termination process.
If an employer wishes to dismiss an employee, the employer is obligated to deliver prior notice to the employee and within 72 hours must have a meeting with the employee to discuss the reason for termination and allow the employee to present their counterarguments. Should the employer fail to meet within 72 hours, the employee may be entitled to compensation.
If the employee has worked more than 3 years, they are entitled to 15 days of severance pay.