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 Antigua & Barbuda can be expensive, stressful, and time-consuming. It's not for the faint of heart.
To set up a subsidiary in Antigua & Barbuda, 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 Antigua & Barbuda.
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 Antigua & Barbuda is not the same as paying workers in your own country. Employees have to be paid using Antigua & Barbuda'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.
The standard workweek is 48 hours or eight hours day over six days.
Overtime is typically 150% of the basic wage for the first four hours over normal work hours and double the basic wage for hours over that.
Employees receive at least 24 hours of consecutive rest in a period of seven days in a row.
Japan employees receive their salary in monthly basis.
Employees receive up to 12 days of paid annual leave. Both the employer and employee must agree on the vacation date and vacations are paid in advance.
There are 12 public holidays.
According to Section C 17 of the Labour Code states ,each employee, for at least the first twelve days of sick leave taken during any twelve consecutive months, calculated from the date of commencement of employment and any anniversary date thereof, shall be entitled to that basic wage, and the employer shall give him that basic wage, which he would have received had he worked on those days.
Maternity allowance is paid for a maximum of 13 weeks, commencing as early as 6 weeks before confinement or as late as the week of confinement.
There is no statutory paternity leave.
The mother, or with her consent the father, is entitled to a total of 158 working days of parental leave, which may be divided into a maximum of two parts, each part lasting a minimum of 12 working days.
Employees who have worked for an employer for a continuous 6 month period (or for an average of 10 hours a week and at least 1 hour per day or 40 hours per month during the last 6 months) are entitled to:
(a) 3 days’ bereavement leave on the death of a spouse or partner, parent or parent-in-law, child, brother or sister, grandparent, or grandchild; and
(b) 1 day’s bereavement leave on the death of any other person, if the employer accepts, having regard to relevant factors, that the employee has suffered a bereavement as a result of the death.
Employers need just cause to dismiss an employee, which can include employee misconduct, poor performance or economic reasons.
Notice of termination generally is required except for in a limited set of circumstances. The notice period is one month.
Employees receive one day of severance per month of service after they have 12 months of service.
Probation period is 3 months.