マカオの習熟作業者派遣組織

No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.

With certain PEO organizations, there may be a minimum or maximum number of employees you may hire. However, you are free to co-employ as many employees as your global strategy requires with INS Global. 

In addition to wages and any payments made to recruiting agencies or experts, payroll expenses must also take into account indirect or additional expenditures like social insurance contributions, bonuses, or incentives. 

Even though signing incentives are optional, they must be considered when estimating recruiting costs abroad. 

Employees of a corporation with a branch in Macau should be free to choose between a real workspace and a home office to provide the most competitive package to potential candidates. 

In order to assist you in finding the ideal new team members in Macau, members of our recruitment team have access to professional networks, in-depth knowledge of offline and online business resources, experience with following the region’s best practices, and more. 

INS Global uses the most up-to-date hiring technologies and sector-specific expertise to help you locate the top candidates from Macau natives and foreign residents. When we hire workers on your behalf, we take into account all variations in local customs and laws to prevent any potential issues. 

Businesses of all sizes, from SMEs to multinational organizations, should consider employing an EOR when searching for a quick, easy, and secure solution to enter the Macanese market.  

With our legal expertise being suited for anybody who either lacks their own internal structures or wishes to prevent corporate bloat while expanding, INS Global offers vital PEO or global Employer of Record services to firms in a variety of sectors.  

Employing independent contractors is possible both directly and through a middleman, such as a staffing agency or an umbrella business. Through networking, job boards, social media, trade organizations, and other means, you might be able to find the finest contractors to meet your demands. 

Typically, independent contractors carry out their job as independent contractors or as owners of small firms through which they can issue bills to customers. They should then be hired through a contractor work agreement rather than an employment agreement. 

An independent contractor could be asked for a resume, portfolio, references, and perhaps a signed NDA before beginning. However, depending on your demands, the hiring process could be different. References from a contractor should be extensively reviewed to confirm the level of service they offer. 

Payroll in Macau is generally organized every month but may be done weekly according to preference, with a 13th-month bonus around Chinese New Year. 

In 2023, the minimum wage is MOP6,656 per month or MOP32 per hour, depending on how a worker is paid.  

Non-residents seeking to live and work in Macau should apply for a work permit (known as a Non-Resident Worker’s Card and generally granted for 1 to 2 years). This is done by the company that offers an official employment contract to the applicant. 

Companies should deduct amounts for tax and social security at source. Individual income taxes vary according to income but are generally levied on all income earned in Macau.  

All resident workers also pay MOP90 per month in social security contributions (2/3rds of which is contributed by the employer). This social security payment is not mandatory for foreign employees, but companies must then pay an additional monthly MOP200 foreign employee tax.  

Social security contributions give employees access to the usual forms of employee benefits in Macau like sick leave, parental leave, and annual leave, as well as other typical benefits like pension and healthcare. 

For workers with a written contract in Macau, all changes or amendments should be made in writing with the signed consent of both the employer and the employee.  

Both resident and foreign workers in Macau have free access to public health services. Healthcare is comparable in level to Hong Kong (with some patients being transferred to Hong Kong for larger matters), but international companies are still recommended to offer private medical insurance plans to their employees to gain access to the private healthcare options available in Macau. 

Notice periods and severance pay details are typically determined by negotiation in Macau. Mandatory minimum notice periods are 15 days for an employer or 7 days for an employee, or in cases of termination with just cause no notice period is required. 

Workers eligible for severance pay must receive the equivalent of between 7-20 days of standard salary according to a number of factors including seniority.  

The Labor Affairs Bureau oversees employment regulations and employee protections in Macau. 

Macau has 20 public holidays, split between 10 mandatory and 10 non-mandatory holidays with employees who work on mandatory holidays eligible for increased pay or time off.