We perform a payroll audit of all employee benefits, reviewing alignment with employment laws, international labor laws, and local frameworks such as auto-enrolment pension schemes, provident fund (PF), central provident fund (CPF), or ESIC (employees’ state insurance corporation). This ensures compliance management and mitigates compliance risk management issues. We also compare gross to net calculations, post-tax deductions, and statutory sick pay (SSP) to validate cost efficiency. The result is a compliant, competitive, and sustainable benefits program.

Yes. We benchmark across regions to ensure benefits align with minimum wage laws, working time directive standards, and leave management entitlements such as paternity leave, end of service gratuity, and 13th month pay. We also analyze employer practices within global payroll and multi-country payroll systems, balancing local labor law requirements with your broader global workforce strategy.

Common strategies include consolidating vendors under one employer of record (EOR) or international PEO (professional employer organization), which reduces duplication in HR outsourcing and improves efficiency in cross-border payments and currency exchange. Other approaches include renegotiating agent of record agreements, optimizing work visa and visa sponsorship costs for expatriates, and leveraging technology for employee onboarding and leave management. These measures reduce overheads while preserving employee retention.

We use workforce analytics and global HR (human resources) data to simulate plan designs, factoring in full-time hours, FTE (full-time equivalent), and employee tenure. Our modeling incorporates variables such as gross income, social security wages, and tax compliance obligations (e.g, Form W-4, form W-9, form 1099-MISC, or P45/P60 forms). This helps forecast utilization, cost impact, and retention outcomes, ensuring compliance with international tax compliance and VAT (value added tax) considerations.

We track utilization of salaried employees and 1099 employee benefits, monitor employee retention rates, and measure outcomes through performance reviews and engagement surveys. Metrics such as notice period adherence, redundancy rights, and severance pay practices are reviewed under global talent acquisition and talent acquisition strategies. This enables companies to connect benefits programs with employee tenure, DEI alignment, and retention outcomes across distributed companies and expatriate-heavy workforces.