企业“走出去”海外用工合规风险识别与防范

Compliance Risk Identification and Prevention of Overseas Employment for “Going Global” of Enterprises

近年来,无论是中国企业“走出去”的实践还是国家层面对企业海外经营的指导,都在强调企业合规的重要性。但仍有一部分中国企业的合规操作并不符合当地标准,在给企业带来巨大经济损失的同时,也对中国企业的海外形象造成负面影响。企业海外经营会遇到劳动法律尽职调查、用工模式选择、薪酬个税支付、工时休假管理、职业安全健康、反歧视与性骚扰、商业贿赂与反腐败、个人信息保护、解雇管理及工会管理的劳动用工合规风险。企业若想实现“走出去”劳动用工的合规,就需要了解海外劳动用工存在的风险,改变中国模式适用全球的思维定式;加强组织建设,设立相关部门专人专事管理;完善制度建设,在合理规避风险的基础上制定企业劳动用工制度;加强组织内部合规意识,形成企业合规文化。

In recent years,both the practice of“going global”of Chinese enterprises and the national guidance on overseas management for enterprises have emphasized on the importance of compliance.However,in fact,some Chinese enterprises’management does not conform to local standards,which not only causes huge economic losses to enterprises,but also has a negative impact on overseas images of Chinese enterprises.Overseas business will encounter compliance risks of labor and employment,including due diligence of labor law,selection of employment patterns,payment of salary and individual income tax,management of working hours and leave,occupational safety and health,anti-discrimination and sexual harassment,commercial bribery and anti-corruption,personal information protection,dismissal management and management of labor union.To achieve the goal of employment compliance during the“going global”process,enterprises have to understand potential risks in overseas labor and employment and change the stereotype that Chinese management model applies to the global circumstance;strengthen organizational construction and establish relevant departments managed by the special personnel;perfect system establishment and formulate regulations of labor and employment on the basis of avoiding risks reasonably;and strengthen compliance consciousness and form compliance culture within the enterprise.