Client Payment Portal

CZECH REPUBLIC: New Posted Worker Notification Requirements

Oct 2, 2019 | Global

The Czech authorities have updated the notification requirements for workers posted to Czechia by companies based in the EU.

Notification
The notification form must now be signed, stamped and submitted by the sending company, (rather than the host company as previously) by the day the assignment starts at the latest. The form can be submitted in person at the relevant labor office in Czechia or via email. The sending entity is also required to announce termination of the posting within ten calendar days.

Document Retention
The sending company is obliged to maintain evidence of the posted worker’s personal data. The host company must keep a copy of the posted worker’s home-company employment contract, translated into Czech, at the workplace.

Our Advice
Employers who may be affected are encouraged to contact a Wolfsdorf Rosenthal immigration attorney or email Global@Wolfsdorf.com for case-specific advice.

Related Posts:

TURKEY: Overview of Employer Sponsorship Criteria

A Turkish work permit cannot be self-sponsored; it must be sponsored by a Turkish legal entity (a joint stock company, joint venture, limited liability company, or liaison office), with the exception of domestic workers, who may be sponsored by the appropriate individual. A Turkish entity that sponsors the work permit application (and acts as the local employer) must meet certain requirements that must be maintained over the life of the work permit. The employer must have at least five Turkish citizen employees per registered worksite per foreign applicant as evidenced on payroll records (termed the “5:1 ratio”), and the employer’s “paid in capital” cannot be less than 100,000 Turkish Lira (TL). In the alternative to the capital requirement, the employer can show a gross (assumedly annual) sales amounting to 800,000 TL annually, or exports with a gross annual value of USD $250,000. Certain exemptions for the 5:1 ratio exist but are not often granted by the Ministry. The employer must maintain the criteria throughout the work permit period. As of February 26, 2018, any sponsor of a work permit must have an e-signature tool issued by the government-designated agencies. This means that no work permit applications can be logged in […]

Read More

Recruitment Guidelines for Singapore Employment Pass

In order to provide proactive strategies related to the hiring of foreign workers in Singapore in the context of the increasing labor market restrictions, here are recommended steps companies can take in advance of immigration sponsorship to meet government requirements going forward: Overview: The Ministry of Manpower of Singapore (MOM) has recently strengthened its Fair Consideration Framework (FCF) for greater deterrence against workplace discrimination. This has resulted in the MOM raising the administrative penalties across the board for all discrimination cases. These updates are intended to ensure that more jobs are advertised to locals as part of a fair hiring process, and there is no pre-selection of a foreign candidate. Exemption: Employers are not required to advertise on MyCareersFuture if any of the following applies: Your company has fewer than 10 employees. The fixed monthly salary for the vacancy is SGD 20,000 and above. The vacancy is short-term, i.e. not more than 1 month. The vacancy is to be filled by an intra-corporate transferee as defined by the World Trade Organization’s General Agreement on Trade in Services: (1) The employee must have worked for the company outside Singapore for at least 1 year before being posted to the branch, affiliate or subsidiary in Singapore; (2) The employee must be a manager, or executive, […]

Read More