Employee remuneration, other services
We advise you with Ius Laboris on designing and harmonising international remuneration systems.
- International remuneration audits, for example in (part-)regulated sectors
- Introduction, harmonisation and optimisation of international remuneration systems (for example bonus plans and stock options), taking account too of tax and social security possibilities
- Negotiations with trade unions and works councils (locally and internationally)
Employee and executive remuneration: The remuneration of employees and executives is one of the most important elements for internationally operating enterprises. Ultimately, the question of payments to employees involves a large number of elements which need to be balanced in an international environment: salary, minimum wage, holiday allowance, social security, non-cash benefits, stock options and severance payments at the end of the employment relationship. With so many factors needing to be managed, our clients work together with us and our Ius Laboris partner law firms in order to anticipate problems before they occur. We know that competitive arrangements on remuneration and other benefits are of fundamental important for attracting top people and we offer workable solutions to support your personnel.
Staff performance all over the world: The greatest challenge for international employers is not only that the statutory requirements change rapidly, but also that they vary from country to country. Clients with an international presence rely on our seamless service and the expertise of our Ius Laboris partner law firms all over the world. We advise you both locally and also across borders on all questions of employee performance and compensation.
International social security law: Our goal is to keep our clients informed on all important topics that affect their business. The Ius Laboris guide to the social security systems compares the percentages and types of social security systems in forty countries and informs on what each system covers, whether there are upper limits or thresholds for payment and what both the employer and the employee have to pay.