If you are an employer in the US then the US government will care very much about not violating sanctions.
The relevant local government will however care very much about full compliance with HR and tax law. And in an employment situation the employer has those responsibilities. (They are mitigated in a B2B contracting situation.)
As an example, even something like pensions is fiendishly complex nowadays. In the UK we have mandatory enrolment and the numbers you have to pay are a function of income tax and national insurance. Calculating the right figure from Delaware and codifying it an employment contract sounds intimidating enough alone.
I am not one for unnecessary risk averse beuracracy either, but I can understand why companies don’t want to touch this. It’s a minefield.
Incidentally, I suspect it’s a big reason why the Accentures of the world are as big as they are.
If you are an employer in the US then the US government will care very much about not violating sanctions.
The relevant local government will however care very much about full compliance with HR and tax law. And in an employment situation the employer has those responsibilities. (They are mitigated in a B2B contracting situation.)
As an example, even something like pensions is fiendishly complex nowadays. In the UK we have mandatory enrolment and the numbers you have to pay are a function of income tax and national insurance. Calculating the right figure from Delaware and codifying it an employment contract sounds intimidating enough alone.
I am not one for unnecessary risk averse beuracracy either, but I can understand why companies don’t want to touch this. It’s a minefield.
Incidentally, I suspect it’s a big reason why the Accentures of the world are as big as they are.