Finding top talent is the best way to grow your business and satisfy customers. The good news for businesses today: in the era of remote work, digital nomads, and the gig economy, you can hire talent living anywhere and build a powerhouse team. The barriers to building a global workforce are lower than ever, giving leaders access to a talent pool that wasn’t possible even 10 years ago.
But here’s the thing: hiring international contractors is not as easy as working with a local freelancer. If the best person for the role lives outside your home country, you face an unfamiliar set of labor laws and foreign tax requirements.
To hire independent contractors, you must address issues of compliance, classification, finance, and process. Paying independent contractors internationally is easy enough with the right solution, but ensuring compliance can be more complicated.
Knowing how to hire independent contractors, especially those in other countries, is essential for businesses looking for help from global talent. This complete guide breaks down everything you need to know so that you can hire away with peace of mind.
Hiring an independent contractor starts with classification and compliance. Once you know where you stand, you can move on to more practical matters of payment and workflows.
A person is considered an independent contractor if they are running a business separate from yours and are able to pursue income from other businesses. Do they have autonomy from you? If yes, they are an independent contractor.
There is a growing risk of penalties if you misclassify your employees as contractors. In the U.S., the IRS does not offer a magic formula to tell the difference. Instead, they provide a set of common law rules to help businesses differentiate between employees and independent contractors. These rules fall into three areas:
Behavioral control: do you have the right to control the outcome of the work and how the work is performed?
Financial control: do you have the right to direct financial and business aspects of the job? This can include things like:
Type of relationship: what terms are in place to govern the relationship?
The U.S. Department of Labor uses similar guidelines, called an Economic Reality Test, based on six factors used by the Supreme Court to determine employment status.
Wondering what the advantages of hiring an independent contractor instead of an employee are? Here’s how hiring independent contractors can help your company grow and improve its performance:
It’s important to integrate diversity into your company culture, as this can help retain employees. Hiring independent contractors allows you to build a remote team across different time zones, broadening your talent pool and increasing diversity.
You’ll spend less time on training and onboarding contractors than employees. Contractors are typically ready to start working ASAP, even on short notice, and come with the skills to handle your project.
Hiring a contractor is less expensive than hiring an employee. When you hire employees, you don’t just have to pay for their salaries; you also need to cover their benefits and pay taxes.
You don’t have to worry about these things with an independent contractor.
Another benefit of hiring a contractor is the flexibility they provide. You only need to hire them when you’re in need of their skills, which helps keep your company budget low.
Contractors are more independent than employees and typically have their own streamlined ways of working on projects. As a result, they typically don’t require as much work management as an employee does.
There might be certain tasks that your current staff simply isn’t equipped to handle. You can hire a contractor with specialized knowledge for one-off or short-term projects to manage those tasks quickly and efficiently.
While hiring independent contractors can be a cost-effective strategy for driving growth, it does come with challenges. These include the following:
Contractors have their own autonomy. They manage their hours, work on their own time, and have a say over how they’d like to work on their projects.
As a result, you have less control over their work than you would with a full-time employee at your company.
It’s also harder to measure a contractor’s progress since you aren’t there to watch them work.
It’s more difficult to run a proper background check with an independent contractor. There’s no foolproof way to confirm that their samples are truly theirs and that their skills align with your expectations. There's also a chance that they could leave in the middle of the project.
Under standard terms, anything the independent contractor produces can go under their own copyright. So if you work with a contractor, you’ll need some form of copyright agreement to keep your company protected.
Even with an agreement in place, there’s no guarantee that the freelancer won’t use your intellectual property behind your back. Also, without a physical presence in the country in which the contractor lives, taking legal action is going to be difficult.
Contractors move on from freelance job to freelance job, so they may be less loyal than employees to the companies they serve.
This might not be a problem if you’re just looking for someone to fulfill a short-term role, but it can become a challenge if you’re trying to retain long-term talent.
Aside from company loyalty, it’s also harder to integrate a contractor into your company culture. That’s because they may not be as invested in your organization’s long-term goals as an employee.
It’s best to hire a contractor over an employee when:
If you’re working on a short-term project and just need a quick hand, then it might be best to hire a contractor over an employee. You don’t want to worry about tax and benefit costs for a one-off project.
And once the project ends, you don’t have to worry about withholding, severance pay, or termination.
Let’s say you need a task performed quickly, but you don’t want to hire a new employee and have to train them on how to complete the job. In this case, you’ll need an independent contractor with specialized knowledge to quickly take over the task.
It’s best to go the international contractor route if local talent isn’t meeting your organization’s needs. You might also consider it if you’re looking to reach a broader talent pool and become more diverse. A wider range of perspectives can give you a competitive edge.
Also, independent contractors can provide local market insights that may be valuable for your business if, for example, you’re launching a new product in a different country.
Finally, hiring international contractors can be helpful if you need to keep things running 24/7.
There are times when it’s best to hire an employee instead of a contractor. Here’s how to determine whether an employee would better suit your project:
If you decide you want to work with a contractor long-term, then it’s best to put them under an employee contract instead. That way, you can make them feel like part of your company and (hopefully) keep them around longer.
As long as they have the right skills, contractors can do well working on their own. However, if you want to onboard someone you plan to train and supervise, it makes more sense to hire an employee instead of a contractor.
Your company must abide by local labor laws when hiring international contractors. That means complying with not only the laws of your own country but also the laws of the countries where your contractors work.
Change is constant in international business, with labor laws updated regularly. It’s common to implement worker protections that switch contractors to employees after a set amount of time.
What was initially legal can change over the duration of an engagement, and you may not receive any notification. That’s why it’s important to have a knowledgeable local partner everywhere you hire.
For example, the United Kingdom requires companies that hire contractors to follow off-payroll working rules (IR35). You may also be required to pay a consumption tax on your contractor invoices, which you may or may not be able to recoup. Common consumption taxes include sales tax, goods and services tax (GST), and value-added tax (VAT).
Innocent mistakes are not viewed favorably by local authorities, especially mistakes by foreign companies. It’s crucial to keep up with changing labor regulations and taxation requirements for every country where you hire an independent contractor. Remote can help your business hire international contractors legally, easily, and quickly.
Yes, you can hire international contractors and build a remote workforce. It’s common practice for businesses around the world to work with contractors in other countries. That said, doing so is not free of risks.
Each country has unique employment laws full of nuance. If you’re hiring international contractors who reside in another country, you must comply with both US laws and the laws of the other country. This extends to requirements for individual and company tax collection.
Your HR department may be able to manage contractor compliance. Determine whether your internal team has the skills to accurately:
While it may sound complicated, do not let these guidelines discourage you from onboarding international talent. Contractors in multiple countries can be a powerful tool for your growth.
The key is to guarantee your compliance by working with a trusted international independent contractor management service like Remote.
Here are some tips when it comes to hiring international contractors:
Identify the specific skills and qualifications you’re looking for, and tailor each job description accordingly.
Specifically, make sure to highlight job features that would appeal to international employees. For instance, you might include the freedom and flexibility of remote work or the cultural experiences that relocating offers.
To connect with the right people and improve your recruitment efforts, use global job boards or visit international locations.
When it comes to the interview, it’s important to stay mindful of potential cultural differences. Take time to educate yourself about norms and communication styles within the interviewee’s country and avoid making assumptions. Doing this will help the conversation run as smoothly as possible.
Employment and labor laws vary in different countries. It’s crucial to familiarize yourself with them to prevent legal repercussions. This means knowing the rules around things like taxes, probationary periods, paid time off, and background checks.
For example, some European countries require companies to provide limited benefits, like holiday pay. In other countries, employers are also expected to cover some housing or office expenses.
Look into the cost of living in the country you’re recruiting from, too, to make sure you’re offering fair compensation.
Your company should have access to certain tools to manage its international contractors effectively. This includes reliable video technology for interviews and calls, project management systems, and scheduling platforms to navigate different time zones.
Global solutions like Remote help streamline onboarding by handling essential elements. This frees up time for your company to focus on creating a positive experience, potentially boosting your new employee’s job satisfaction right off the bat.
Flexible payroll systems are also important for international contractors. On-demand pay allows you to provide compensation right after a project finishes, setting the stage for a solid working relationship.
Plus, self-service portals are helpful if you have international contractors from multiple locations on your team. Contractors can seamlessly update their personal information and check payroll or tax data from anywhere on their own time.
Contracts for independent contractors should cover services rendered, the length of the agreement, intellectual property rights, and confidentiality. International contract management requires specialized knowledge of each country’s laws and tax systems. You cannot approach every country the same way.
Make sure your agreement is legally valid in the country where the contractor resides. Every country will have different requirements, so be prepared to tailor your independent contractor agreements for each country where you hire.
Basic items to include in each contractor agreement include:
There are additional factors to keep in mind when hiring international contractors.
First, make sure that your contract follows the local regulations of the country where the contractor is located. Different countries have varying rules around employer control. This information can determine the length of your contract, payment terms, and benefit requirements.
Also, include information on the contractor’s responsibility to meet local tax requirements. This will also vary by country, so it’s a good idea to seek trusted legal advice to make sure everything is accurate.
Sometimes, companies require contractors to get liability insurance in the event of an incident that puts your company at risk. If this makes sense for your situation, clearly outline this in your contract.
You can pay international contractors around the world using an independent contractor payment service, like Remote. Depending on the country where the contractor lives, you may be required to pay in a certain currency.
Developing a contractor onboarding system prevents you from missing important steps, which can lead to delayed payments and damage your contractor relationships. Some areas to consider include:
Different countries use different date ranges to determine their tax years.
This has an impact on when you must report annual earnings for your contractors. For example:
Governments all over the world are becoming more sensitive to tax fraud brought about by people who pretend to reside abroad for tax purposes. Other countries are intentionally offering tax incentives that are attractive to digital nomads and remote workers. Keeping on top of ongoing tax reforms is essential to staying compliant in all contractor locations.
We’re excited to share the details of our new tax compliance feature for Remote’s Contractor Management platform, specifically designed to help HR and finance administrators meet IRS rules.
Make sure you have all the required tax forms completed before work starts. Every country has different requirements. If your company is in the U.S., for example, you’ll be expected to report the income of non-US residents to the IRS, regardless of their tax obligation.
If you have contractors in the United States, you must file Form 1099-NEC. The 1099-NEC, which replaced the 1099-MISC, is used to report all payments made to non-employee individuals. Regardless of whether your company is based in the United States, you must file this form if you have contractors within the country.
If that contractor works from the United States, then yes. Form 1099-NEC is required by the Internal Revenue Service for all independent contractors receiving payments in the U.S. You do not need to file Form 1099-MISC, however, as those forms were phased out in 2021 in favor of Form 1099-NEC.
Are you making payments to contractors or freelancers? If so, learn more about Form 1099 to stay compliant and penalty-free.
Another form for US residents is Form W-9. This collects basic information like the independent contractor’s identifying tax information, which can be either a social security number or an employer identification number (EIN). As the employer, you must collect these forms from any US contractors.
You can’t claim expenses for independent contractors on your business taxes at year-end unless there is a corresponding W-9 form on file from the contractor. You can use the information provided to ensure you file taxes for your US contractors correctly.
A W-9 form also ensures that you’re not inadvertently hiring undocumented workers who are not legally allowed to work in the United States.
Converting a contractor to an employee requires you to collect different tax forms, provide certain benefits, and withhold various amounts from paychecks, depending on the country. In our guide on when to convert contractors to employees, we discuss several situations when doing so might make sense. Examples include:
In many countries, withholding tax rates need to be adjusted when workers change from contractor to employee. This chart from the Tax Foundation, A Comparison of the Tax Burden on Labor in the OECD, is a good example of the “tax wedge” between employee and contractor taxation rates.
You can explore current tax data by OECD country, updated weekly, using an interactive tool at Tax Foundation to get an idea of tax rates, collections, and tax burdens, among other things. You can also make your own index of tax complexity for each country where you have contractors. The interactive tool measures both tax code and tax framework complexities.
Another option is using Remote’s Country Explorer to get detailed information by country.
If you convert a US contractor to an employee, be sure to keep your tax forms up to date:
Using automated contractor management software allows you to pay and manage independent contractors around the world quickly and easily. To get started, all you need to do is create an account to begin onboarding your contractors in minutes.
Automated contractor management software can relieve some of the compliance management burden. In addition, your contractor management software should be able to pay contractors in their local currency, which is a requirement in many countries.
Have questions about global payroll and contractor management? Our Global Payroll Management Guide has all the information you need to keep your company compliant with international labor laws.
Building a global team is an exhilarating experience. It allows you to build a passionate, mission-driven group of people with no geographical limits.
If you need some extra support with developing your global hiring strategy, book a session with Remote’s global employment experts. We can answer all your questions and make it easy to pay and manage independent contractors in countries all over the world.
Don’t let contractor management headaches derail your company’s growth. Let our teams of experts help you stay on top of foreign tax codes and labor laws.
With Remote, your team always receives consistent, professional, and thorough contract and payment services.
Sign up with Remote for locally compliant contract templates at just $29 per contractor per month, with no hidden fees.
