Dhi ADT

11 employees. That's all it takes to trigger a legal works council in France.

Most companies find out after they've already crossed it.

Works council obligations start at 11 employees. Broader consultation and profit-sharing kick in at 50. It's the highest employer on-cost load of any market we've covered — 40–45% of gross.

None of it is hidden. It's just rarely in the onboarding brief.

Full guide - link in bio.


France Hiring, French Employment Law, EU Compliance, HR Compliance, CSE France, Global Hiring, International Hiring, Employment Law, Global HR, France Payroll, Employer of Record, EOR, Europe Expansion, Workforce Compliance, International Expansion, HR Strategy

What surprised me most about building this EU hiring content wasn't the complexity. It was the silence around it.

Every rule was already public. What's rare is someone saying it out loud before a company needs to know it.

That's the gap we've been trying to close.


EU Compliance, Global Hiring, International Hiring, Employment Law, HR Compliance, Employer of Record, EOR, Global Expansion, Europe Expansion, Wet DBA, TFR, Wage Indexation, Works Council, Global Payroll, Workforce Compliance, HR Strategy, Cross Border Hiring, Business Expansion, People Operations, Hiring in Europe

The biggest compliance risks don't usually come with a warning.

They stay unnoticed until an audit, an employee dispute, or a simple oversight turns into a costly problem.

After covering multiple EU employment markets, we've seen the same pattern again and again:

It's rarely the rule you know that creates risk.

It's the one you didn't know existed.

The best way to stay compliant isn't memorising every law.

It's knowing where to look before the problem finds you.

What's the biggest compliance challenge you've come across when hiring across different countries?


EU Compliance, Global Expansion, International Hiring, Employment Law, HR Compliance, Employer of Record, Global HR, Payroll Compliance, Workforce Compliance, Business Expansion, Europe Hiring, Cross Border Hiring, International Business, Global Payroll, Risk Management, Employment Compliance, People Operations, HR Strategy, Hiring in Europe, Compliance

Episode 1 of The EU Compliance Desk: Wet DBA.

Not the guide version.

The real one - what it's actually like making the call with a Tax Authorities letter on the desk.

Coming soon -> Follow so you don't miss it.


Wet DBA, Netherlands Employment Law, EU Compliance, Employer of Record, EOR, Contractor Compliance, International Hiring, HR Compliance, Employment Law, Global Hiring, Netherlands Hiring, Global HR, Payroll Compliance, Workforce Compliance, Business Expansion, Europe Hiring, Founder Podcast, HR Podcast, Compliance Podcast, The EU Compliance Desk

Civil unrest broke out in one of their markets. Payroll didn't miss a beat.

A client of ours was hiring across seven countries - Bangladesh, Indonesia, Poland, UAE, KSA, Malaysia, and Germany — with no local entity in any of them. Then political unrest hit one of those markets mid-engagement.

Full EOR coverage across every country, run through one unified framework, meant onboarding didn't stop, payroll stayed secure, and exits were handled compliantly no scramble.

Result: $250K+ saved, 100% compliance, zero new entities opened.

Global compliance isn't a checklist you build once. It's a system that has to hold when a market stops being predictable.

Full case study -> link in bio.


Employer of Record, Global Expansion, International Hiring, Global Payroll, HR Compliance, Workforce Compliance, Business Expansion, Global HR, Payroll, Immigration, Cross Border Hiring, International Business, Employment Law, Remote Teams, Global Workforce, APAC, Europe Expansion, Middle East Business, Global Mobility, Compliance

"Hiring in Europe" isn't one decision. It's six separate ones wearing the same trench coat.

Netherlands — 30% ruling + Wet DBA contractor rules. ~20–30% on-costs + mandatory 8% holiday allowance.

Germany — no 30% ruling equivalent. Works councils at 5 employees. ~120–125% total employer cost.

Belgium — sector Joint Committees decide your pay scales and benefits, not you.
🇮🇹 Italy — 900+ CCNLs + TFR severance (6.91%, day one). Highest on-costs published so far.

Luxembourg — lightest payroll burden in the library (~12.4–15.3%). But automatic wage indexation and a ~47% cross-border workforce add complexity elsewhere.

France — guide coming soon. Already confirmed: the heaviest on-cost load of any market in the library.

What stays the same everywhere: EOR is faster, on-costs don't disappear under an entity, and misclassification is the most expensive mistake you can make.

Most UK companies don't get Luxembourg hiring wrong because of tax.

They get it wrong because they assume their holding structure answers their hiring questions.

It doesn't.

Once you hire in Luxembourg, employment law, wage indexation, and cross-border rules all come into play.

Understanding the difference can save costly mistakes later.

Read the full guide — link in bio.


Luxembourg Hiring, UK Expansion, EU Compliance, Luxembourg Employment Law, Cross Border Hiring, Global Hiring, Employer of Record, International Hiring, HR Compliance, Payroll, Workforce Compliance, Europe Expansion, Global Payroll, Employment Law, Business Expansion, UK Business, Luxembourg Business, Global HR, Hiring Strategy, International Business

Hiring in Luxembourg? Don't assume it works like the rest of Europe.

Cross-border workers, automatic wage indexation, staff delegation rules, employer contribution rates, and even sick leave work differently here.

Understanding these details before your first hire can save time, cost, and compliance headaches later.

Swipe through for five things every employer should know before hiring in Luxembourg.

Full guide — link in bio.


Hiring in Luxembourg, Luxembourg Employment Law, Luxembourg Payroll, Global Hiring, EU Compliance, Employer of Record, EOR, Cross Border Workers, HR Compliance, International Hiring, Global HR, Workforce Compliance, Business Expansion, Europe Expansion, Payroll, Employment Law, Blue Card, International Business, Global Expansion, Hiring Guide

Remote work didn't reduce costs. It just moved them.

Office rent went down.

Cross-border compliance went up.

Most companies notice the trade around month 18 - right when the original business case stops adding up.


Remote Work, Global Hiring, Distributed Teams, Employer of Record, HR Compliance, Global Payroll, International Hiring, Remote Teams, Workforce Compliance, Global HR, Employment Law, Cross Border Hiring, Business Growth, Global Expansion, Payroll Compliance, People Operations, International Business, Future of Work, Remote Workforce, Compliance

The biggest risk in EU expansion isn't regulation.

It's assuming it works the same way everywhere.

30% tax relief in the Netherlands. None in Germany. Severance that accrues from day one in Italy.

None of it required in Germany.

Every market has its own rules. The risk isn't not knowing them, it's assuming last country's playbook still applies.


EU Expansion, Global Expansion, International Hiring, EU Compliance, Employer of Record, Global Payroll, HR Compliance, Employment Law, Europe Hiring, Workforce Compliance, Global HR, Payroll, Business Expansion, Cross Border Hiring, International Business, Hiring Strategy, Netherlands Hiring, Germany Hiring, Italy Hiring, Global Workforce