Jackson and Frank

HR & Global Mobility Alert: New Belgium D Visa Fee Regulation Belgium’s official immigration authority has announced a new fee rule for long-stay (Type D) visas: From 1 July 2026, all D visa applications for long-term residence in Belgium cost 250 EUR. This change covers intra-company transfers, EU Blue Card, student, researcher and family reunification visas. All applications submitted on or after the effective date shall comply with the new pricing. Official FAQ page: https://lnkd.in/gEGYTqXA Global mobility teams, kindly update your relocation budget and employee briefing materials in advance. #GlobalMobility #HRNews #BelgiumWorkVisa #ExpatManagement Jackson and Frank

When hiring in the Netherlands, be prepared: if an employee gets sick, you must pay their salary for up to two years at a minimum of 70%, along with reintegration obligations. Many international companies are caught off guard by this and other unique Dutch employment rules, such as: - Fixed-term contract chain limits - Higher unemployment insurance rates for flexible hires (7.74%) versus permanent ones (2.74%) - An 8% holiday allowance on top of gross salary To help you navigate this landscape, we've created a concise guide covering essential topics like employment contracts, payroll setup, EOR vs. Dutch subsidiary, the 30% expat scheme, and immigration. Link to the full guide in the first comment!

Most companies don't wake up thinking... "We need an Employer of Record." They realize it when expansion starts getting complicated. 👇 🚩 You’ve found the perfect candidate, but you don't have a legal entity in the country. 🚩 Your HR team is spending more time understanding local employment laws than hiring talent. 🚩 Payroll, taxes, visas, and compliance suddenly become roadblocks instead of business priorities. 🚩 You're entering a new market but aren't ready to invest in setting up a local company. 🚩 You need to onboard talent quickly without taking unnecessary legal or financial risks. Here's the reality: Global expansion shouldn't be delayed because of administrative complexity. At Jackson & Frank, we help businesses hire and manage talent compliantly across Europe and other key global markets through Employer of Record, Payroll, Compliance, Immigration, Visa, and Work Permit solutions. With our local in house teams across the Netherlands, Germany, Belgium, France, Spain, Italy, the United Kingdom, Poland, the Czech Republic, Romania, Sweden, Hungary, Portugal, the UAE, India, and China, we make international hiring simpler, faster, and fully compliant. If international expansion is part of your roadmap this year, let's connect and explore how we can help. What has been the biggest challenge your organization has faced when hiring internationally? #HumanResources, #GlobalHiring, #BusinessGrowth #EmployerOfRecord, #GlobalMobility, #HRCompliance, #PayrollSolutions

Jackson & Frank are hiring for a Business Development Location: Shanghai/Shenzhen, China Job Description  - Drive new business growth by developing and executing a sales strategy focused on acquiring new clients in the EOR sector. - Identify, qualify, and close opportunities through proactive outreach, discovery calls, and tailored proposals. - Understand client needs through detailed consultations and deliver EOR solutions that solve real workforce challenges. What we’re looking for: - Bachelor's degree, fluent in English - 2+ years of B2B sales experience in the service industry. Experience in HR, payroll, staffing, or EOR is a strong plus. - Proven success in exceeding sales targets and driving consistent revenue growth. If interested, kindly share your resume at c.xu@jacksonandfrank.com

EOR gets described as a way to hire internationally without the compliance burden. That framing is wrong, and it misleads companies about what they are actually buying. An Employer of Record does not remove compliance obligations. It transfers them. The legal employer on the contract is the EOR, which means the EOR carries the statutory obligations — registration, payroll, social security, dismissal procedures, sick pay — as the entity of record. Those obligations still exist. They are just being handled by someone else on your behalf. This distinction matters because companies that think of EOR as a compliance bypass tend to treat it as a temporary workaround rather than a proper employment structure. They hire without understanding what the underlying obligations are, which means they cannot plan for cost, termination, or eventual migration to a direct entity properly. What EOR actually is: a legal employment structure that puts a locally registered entity between you and the compliance requirements of a foreign market, without you having to set that entity up yourself. The work still gets managed by you. The employment relationship is owned and administered by the EOR. Three things that EOR does not do: it does not make your employees contractors, it does not remove their entitlement to statutory leave, sick pay, or dismissal protection, and it does not prevent a permanent establishment risk if your employees are conducting core business activities on behalf of the parent company in ways that go beyond standard employment. Used correctly, EOR is one of the most operationally sound ways to hire in a new market quickly and compliantly. The key word is correctly — which starts with understanding what it actually is. #EOR #InternationalHiring #GlobalCompliance #EuropeanExpansion #EmployerOfRecord

Most companies expanding from Asia into Europe spend months choosing the right country. They spend days choosing the employment structure. That sequencing is usually where the problems start. European employment protection is not a formality. Work permit timelines of 4 to 12 weeks mean the process needs to start before a candidate accepts, not after. Employer social security costs of 19% to 35% above gross salary need to be in the budget, not discovered mid-year. And a single employee signing contracts on behalf of a foreign company can create a taxable presence in the host country. None of this is a reason not to hire in Europe. It is a reason to make the employment decisions in the right order. Swipe through for the five decisions to make before your first European hire. #EuropeanExpansion #GlobalMobility #EOR #InternationalHiring #ChinaToEurope

Spain's payroll system is formula-driven and well-defined. The complexity is not in the rules — it is in the layers. National law sets the floor. The sector convenio colectivo usually raises it. Regional public holiday calendars vary by autonomous community. Contribution rates, salary floors, and the maximum contribution base are updated every January. For 2026, employer social security contributions sit at roughly 30% to 31% of the contribution base for a standard indefinite contract — before the occupational accident rate on top. Budget 30% to 35% above gross salary as a planning rule for most office-based roles. Two things international employers consistently miss: around 87% of Spanish employees are covered by a sector convenio, which sets minimum pay and leave entitlements above the national statutory floor. And all departures — not just terminations — require a finiquito settlement covering outstanding leave, proportional bonuses, and expenses. It is separate from severance and is often the line item that surprises. Full breakdown of rates, collective agreements, sick pay, and severance — link in the first comment. #PayrollInSpain #HiringInSpain #GlobalPayroll #EuropeanExpansion #InternationalHiring

A 60-day posting to Germany or France still triggers host-country notification obligations, minimum pay rules, and potentially social security complications if the right paperwork is not in place before departure. This is the part of employee relocation that gets missed most often. Companies treat the work permit as the finish line. In practice, it is usually the easiest piece to track, because it has a clear application and a clear approval. What gets missed is everything sitting underneath it. Which country's social security system applies, proven by an A1 certificate, so the employee is not accidentally covered — or not covered — in two places at once. Whether the assignment counts as a "posting" under EU rules, which brings its own minimum pay and working condition requirements regardless of what the home contract says. Payroll jurisdiction, because paying someone through the wrong country's system creates a problem that is much harder to unwind after the fact than to set up correctly. Most relocation failures we see are not failures of knowledge. They come from three patterns: underestimating the compliance load on short assignments because they look simple, applying one generic relocation process to every country and every employee, and treating mobility as an HR admin task rather than a structural decision with legal weight. A successful relocation is not the visa. It is the social security position, the payroll setup, and the host-country obligations all being correct on day one, not discovered on day ninety. Planning a relocation into Europe? Our team can walk through what applies to the specific countries and assignment lengths involved. #EmployeeRelocation #GlobalMobility #WorkPermits #EuropeanExpansion #A1Certificate

Most payroll mistakes in international hiring aren't caught in month one. They surface months later — as a backdated tax bill, a contractor reclassification, or a compliance audit that catches a filing deadline no one tracked. The pattern is usually the same: a payroll process built for one country gets applied to another without adjustment. Tax brackets, social security splits, and contribution rates are not interchangeable across borders. We put together the 6 mistakes we see most often when companies hire internationally — swipe through. Save this for your next country launch. #GlobalPayroll #InternationalHiring #EOR #PayrollCompliance #HRLeaders

Companies expanding into the Netherlands tend to ask "EOR or entity?" at the wrong time — after a candidate has already accepted, with no legal structure in place to employ them under. The honest answer depends on headcount and timeline, not preference. An entity typically takes 4 to 12 weeks to set up before anyone can be legally onboarded under it. Entity setup tends to become economically rational once headcount moves into the 10 to 20 employee range — below that, the fixed cost of running your own Dutch payroll and compliance function rarely pays for itself. Some Dutch rules apply either way: dismissal generally requires UWV or court approval, and sick pay obligations can run up to two years. We broke down the full cost and timeline comparison — link in the first comment. #EOR #HiringInTheNetherlands #GlobalPayroll #DutchEmploymentLaw #EuropeanExpansion