In the EU labor market, businesses are increasingly welcoming diversity by bringing on board individuals from various corners of the world. For companies that hire foreign workers, this signifies a need to navigate through the various employment-related regulations.
This article explores critical factors that companies should bear in mind when hiring foreign workers in the EU.
Companies That Hire Foreign Workers Must Ensure Legal Compliance in Recruitment and Employment
Ensuring legal compliance in employment and recruitment practices is a fundamental aspect of hiring foreign workers in the EU.
All companies are required to verify the identities of potential hires and confirm their legal authorization to work in the respective country.
Since many companies are interested in hiring foreigners on a temporary basis, it’s important to be aware that many EU countries have specific employment forms tailored for seasonal work. Strict adherence to these regulations is crucial.
You should conduct these checks diligently before signing an employment contract.
Companies That Hire Foreign Workers Should Prioritize Occupational Health and Safety
The responsibility of ensuring the health and safety of all workers stands as a paramount obligation for all companies that hire foreign workers.
Accurate risk assessments are extremely important. Resources such as the European Agency for Safety and Health at Work (EU-OSHA) provide invaluable tools for this purpose.
In multilingual environments, providing safety instructions in languages understood by all workers contributes to fostering a safe and healthy work environment.
Providing decent living and working conditions is not just a legal obligation but a priority for companies that hire foreign workers.
Employers should offer free accommodation or at a price that’s fair relative to the worker’s net salary. Additionally, accommodation arrangements must meet health and safety standards.
Please note that every EU country may have specific requirements for employers offering accommodation to foreign workers.
For example, in the Netherlands, the SNF (Stichting Normering Flexwonen) is managing a register with companies that meet the accommodation requirements. Companies that hire foreign workers and provide them with accommodation should be included in these registers.
In Slovenia, regulations determine the minimum floor space depending on the number of occupants. The specifications are as follows: 8 m² for 1 person, 10 m² for 2 people, 18 m² for 3 people, 20 m² for 4 people, 28 m² for 5 people, and 30 m² for 6 people.
Likewise, in Croatia, the minimum space for the accommodation of a single worker has to be 14 m².
Salary Requirements and Social Security
Remuneration should align with the rules of the country of employment. Employers must verify the existence of a statutory minimum wage or relevant collective agreements.
Social security requirements may vary. However, in most cases, foreign workers fall under the social security legislation of the country of employment. Exceptions may apply in the case of workers employed or posted in multiple EU Member States.
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