Practical tips, legislation updates and tutorials for HR and accounting professionals.
Austria is one of the hardest EU markets to enter alone: mandatory collective agreements, sector-wide wage floors, and a payroll system that runs on strict deadlines. Here is what changes when you hire there without an entity.
When you hire across borders, payroll risk starts long before payday. Here is how to connect HR and payroll data across countries without creating compliance gaps.
Paying contractors abroad means W-8BEN, 1042-S, withholding, and treaty rates. Here's how US companies get the paperwork, rates, and reporting right.
AI is entering payroll at companies that hire across borders. The question is no longer whether to use it, but which layers of trust and permission sit between the model and your employees' pay.
Local entity or EOR, mandatory CLT contracts, a total cost of about 1.7 times salary, the 13th salary, vacation and eSocial: the roadmap for hiring in Brazil without building up labour liabilities.
The order of checks that prevents rework: records, time tracking, leaves, variable pay, statutory deductions, accruals and the comparison against last month.
Fifth working day, the 15th, the 20th, 30 November, 20 December: the deadlines for salary, eSocial, FGTS Digital, DCTFWeb, the 13th salary, vacation and severance in one place.
What to gather before day one, the S-2200 deadline, what the digital work card removes and how the employee’s first access should work.
Configure advances and recurring benefits without complicating payroll close.
A punch is never deleted. Understand the three ways to treat a record, what Brazil’s Ordinance 671 requires you to keep, and why the original punch must stay visible.
Progressive INSS, the IRRF base, the dependent deduction, the new Law 15,270 reduction and the transport-voucher and health-plan deductions, with two worked examples.
The premium is the easy part. See how the hourly rate is built, the paid-weekly-rest effect, and how habitual overtime feeds the vacation and 13th-salary average.
Understand each severance item, see a complete numeric example with a R$ 3,000 salary, and learn what each termination type pays.
Connect time-tracking systems via API and remove rework at month-end close.
Who is entitled, how proportionality works, the deadlines for both installments, and how a 13th salary shows up in the other countries a company hires in.
Accrual and granting periods, the constitutional one-third, the cash allowance, collective vacations, splitting, and the double-payment penalty.
The events every company must transmit, each one’s deadline, the fines for delays, and how automation simplifies the routine.
The total cost of a CLT employee goes far beyond salary. See the full math with a R$ 5,000 example and the real risks of disguised employment.
Law 15,270/2025 zeroes IRRF for anyone earning up to R$ 5,000 a month and reduces the tax up to R$ 7,350. How the reduction is calculated, worked examples and what employers need to adjust.
Transport vouchers, meal benefits, health insurance and home-office allowances: what the law requires, what is optional and how each one affects payroll.
The four bands adjusted by 3.90% INPC inflation, the new R$ 8,475.55 salary ceiling, the R$ 1,621 minimum wage and a step-by-step progressive calculation.
Percentages, calculation base, what requires a technical report, why the two premiums don’t stack, and how they change overtime, vacation, 13th salary and FGTS.
Distributing digital payslips requires data-protection care. Here are the best practices.
Between 10pm and 5am the hour lasts 52 minutes and 30 seconds and pays 20% more. See the full calculation, the extension rule and the effect on overtime and weekly rest.
An overview of tax and contribution updates across supported countries and their direct impact on payroll.
What the CLT allows for each pattern, what 12x36 already compensates, how Sunday rest works on 6x1, and the points where the calculation goes wrong.
Everything you need to know about obligations, deadlines and how to automate compliance with Avos.
Same-month compensation, a written individual agreement of up to 6 months and a collective one of up to 12: the three regimes, what happens to an uncompensated hour, and the trail to keep.
A step-by-step of earnings, deductions and charges, including the differences between contract types.