Navigating benefits, probation periods and terminations for your global hiring can be overwhelming, and we are happy to help you deal with this in a better way. Even though this is a complex topic, knowing the basics can go a long way.
Employee benefits are goods and services that are additional to salary or wages and bring value to the employee and/or their family. ‘Global benefits’ simply refers to providing benefits for teams that are distributed across multiple countries.
Some examples of global benefits are:
Healthcare and other health benefits (dental, vision, etc.)
Paid time off (PTO)
Medical, disability, and life insurance
Fitness and wellbeing programs
There are mandatory benefits and additional benefits which are colloquially often referred to as perks. If you would like to know more about these benefits, please contact your Customer Success Manager at firstname.lastname@example.org.
A probation period is a period of time at the start of an employee when an employee may be dismissed with little or no notice if they're found to be unsuitable for the role. Probation periods are always conditioned by local laws but there is space for a bit of flexibility.
Probation periods are important as they help you as the employer to be sure you’ve made the right recruiting decision and to take action more quickly if they feel a new starter isn’t suitable for the role. This reduces the expense of continuing to employ someone who is unsuitable for the job and enables them to be replaced more swiftly.
At the end of the period, you will decide whether the employee should continue. Once they have successfully completed your probation period, you should give them a letter confirming their ongoing employment. In some countries, the probation period can be extended one or even, two times. In others, employers can only offer a permanent position after the probation period has ended.
You can find country-specific information in our Global Hiring Guide.
Terminations in most countries are often very difficult to execute properly. Terminations not executed correctly can lead to litigation from the employee which can result in extremely high costs, financial settlements, legal fees, and also the time burden on your team.
Please remember you are not the legal employer, and therefore you cannot, under any circumstances, initiate terminations on your own. Whenever you are contemplating the idea of termination, please contact Lano immediately, and we will give you guidance on how to proceed.
In order to minimise the risk of termination, we ask you to:
Communicate with Lano as soon as you think about terminating one of your EOR employees. If you are concerned about the performance of your employees, reach out to Lano to advise you on how to handle the situation.
Never communicate a termination to an employee without the explicit authorization of Lano.
Never remove the employee’s access to work tools without the explicit authorization of Lano.
Please keep in mind that in many countries, the safest and sometimes the only way to terminate an employee after the probationary period has ended is by mutual agreement.
Lastly, Lano will always consider your desired end date as the goal. However, we can only terminate the employee according to what is permitted by law. All options and scenarios will be discussed with you as soon as you raise the request.
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