W


hen Emirates Airline announced its intention to recruit more than 17,000 people for 350 roles across 150 cities this year, the news captured global attention.


For one of the world’s most recognisable airlines, such a recruitment drive is both a sign of confidence in its growth trajectory and a reminder of the logistical and legal challenges involved in hiring at scale. Emirates is a high-profile example, but for any


ambitious global company, the question remains the same: how do you successfully hire across borders while staying compliant, competitive, and attractive to talent? Expanding internationally is exciting, but it comes


with significant complexities. Employment laws differ wildly between jurisdictions, from annual leave entitlements and sick pay to visa processes and tax obligations. What works seamlessly in one country could be non-compliant or even illegal in another. For HR leaders and global mobility professionals, scaling across borders goes beyond filling roles, and encapsulates the need to balance consistency, compliance, and culture.


THE COMPLEXITY OF HIRING GLOBALLY Hiring thousands of people across multiple countries is as much a logistical exercise as it is a legal puzzle. Each new hire may require not only onboarding and training but also compliance checks, documentation, and a payroll setup that meets local requirements. There is a vast array of factors that need to be


considered. Employment contracts must be localised to meet statutory requirements, covering probationary periods, notice provisions, and termination rules. In regulated industries like aviation, cross-border mobility is particularly sensitive, with government approvals often required. Employers must ensure both corporate and payroll tax compliance, which differs from country to country. Paying employees in multiple currencies and complying with local tax and social security laws requires comprehensive systems or local partners. Another often-overlooked dimension of global hiring is the administrative strain on internal teams.


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GLOBAL LEADERSHIP


INTERNATIONAL GROWTH


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