Navigating benefits, probation periods and terminations for your global hiring can be overwhelming, and we are happy to help you deal with this in a better way. Even though this is a complex topic, knowing the basics can go a long way.
Employee benefits are goods and services that are additional to salary or wages and bring value to the employee and/or their family. ‘Global benefits’ simply refers to providing benefits for teams that are distributed across multiple countries.
Some examples of global benefits are:
Healthcare and other health benefits (dental, vision, etc.)
Paid time off (PTO)
Medical, disability, and life insurance
Fitness and wellbeing programs
There are mandatory benefits and additional benefits which are colloquially often referred to as perks. If you would like to know more about these benefits, please contact your Customer Success Manager at email@example.com.
A probation period is a period of time at the start of an employee when an employee may be dismissed with little or no notice if they're found to be unsuitable for the role. Probation periods are always conditioned by local laws but there is space for a bit of flexibility.
Probation periods are important as they help you as the employer to be sure you’ve made the right recruiting decision and to take action more quickly if they feel a new starter isn’t suitable for the role. This reduces the expense of continuing to employ someone who is unsuitable for the job and enables them to be replaced more swiftly.
At the end of the period, you will decide whether the employee should continue. Once they have successfully completed your probation period, you should give them a letter confirming their ongoing employment. In some countries, the probation period can be extended one or even, two times. In others, employers can only offer a permanent position after the probation period has ended.
You can find country-specific information in our Global Hiring Guide.
Terminations in most countries are often very difficult to execute properly. Terminations not executed correctly can lead to litigation from the employee which can result in extremely high costs, financial settlements, legal fees, and also the time burden on your team.
In order to minimize the risk of termination, we would recommend you to:
Always carefully document performance reviews
Communicate frequently with underperforming employees, it is important they can show that the employee has understood your expectations
Introduce a Performance Improvement Plan (PIP), if done well this may negate the need to terminate, but importantly it will show your diligence and provide documented evidence of the matter
Do not, under any circumstances, discriminate against an employee’s race, gender, religion, age, disability, or even personality
Other alternatives would be termination by mutual agreement or termination by resignation.
Keep in mind that you can process terminations in Lano with just one click. To do so, simply log in to your account and click on Team Team > Team Members > Employee profile. Once you open the employee profile you will see three dots on the left side corner of the page. Click on it and a drop-down menu will appear.
By clicking “Request Termination” you will send a notification to the Lano team and we will get back to you with the following steps. We will never communicate anything to your employees until everything has been clarified with you.
Since your employees are legally hired by a third party, they are ultimately responsible for the termination and the communication with the employee. For the same reason, we recommend you to avoid any communication with your employees regarding termination.
Lastly, Lano will always consider your desired end date as the goal, however, we can only terminate the employee according to what is permitted by law. All options and scenarios will be discussed with you as soon as you raise the request.