At Acumen, we publish this monthly newsletter to track how employment, tax, and immigration rules are shifting across jurisdictions, and to help employers act on those changes before they become compliance liabilities.
The rules that govern how talent can be hired, moved, or retained change constantly, and the burden to stay compliant falls on the employer, whether or not they see it coming.
By tracking legal, tax, and immigration developments as they happen, and interpreting them through the lens of employer responsibility, we help businesses avoid exposure, make global workforce decisions correctly, and operate with full awareness of what’s required in each market.
Welcome to the June 2025 edition.
Poland: Foreign Employment Rules Now Fully Enforced
Poland’s revised framework for hiring non-EU nationals came into force on 1 June 2025, introducing strict procedural requirements for contract submission, job classification, and real-time reporting.
The labour market test has been removed, but the process is now defined by fixed obligations. Employers must complete the following steps before the employee begins work:
- Submit a signed employment contract via the national portal.
- Ensure the contract is in Polish, even for roles under the simplified Statement path.
- Align job title, work location, and working time with the role declared during application.
Once employment begins, the following reporting obligations now apply:
- Postponed start dates, absences, early terminations, and contract changes must be reported promptly.
- Temporary reassignment to a different role is permitted for up to 30 days per year, but must be declared in advance and remain within original contractual terms.
- Loss of employment must be reported within 15 days.
These rules apply to both new and existing foreign employees. There is no grace period. Penalties for non-compliance can reach up to PLN 50,000 per case.
Labour authorities may also introduce regional exclusion lists for certain occupations, which could limit hiring flexibility at the voivodeship level, although no such lists have yet been published.
For employers hiring directly or through EOR, the compliance risk now sits with contract timing, documentation accuracy, and ongoing lifecycle reporting. Informal processes and retrospective filings are no longer viable.
Canada: Replacement Worker Ban Starts 20 June
Bill C‑58, amending the Canada Labour Code, took effect on 20 June 2025, and applies to federally regulated sectors including airlines, railways, banks, and telecoms.
Key obligations under the new rules
- No replacement workers may be engaged during strikes or lockouts, covering contractors, agency staff, and non-union managers hired post bargaining notice
- Maintenance of activities must be negotiated between employer and union within 15 days of notice to bargain; if no agreement, the Canada Industrial Relations Board decides
- Penalties apply for violations, with daily fines reaching up to CAD 100,000.
Employer systems affected
- Collective bargaining strategies must now include early planning around operational continuity without replacement labour.
- HR and legal teams should update strike contingency playbooks, agency workers and redeployment now legally barred.
- Recordkeeping and notifications for maintenance-of-activities agreements require documented backup and prompt filing.
This change shifts the locus of risk from financial exposure during industrial action to the planning phase with compliance now integral to operational diplomacy.
Germany: Federal Miscarriage Leave Entitlement Now in Force
Germany has introduced a statutory entitlement to paid miscarriage leave, effective June 2025. The entitlement applies from the 13th week of pregnancy and must be granted without requiring the employee to meet standard sickness absence thresholds.
The leave is funded through Germany’s statutory maternity protection system (Mutterschutz) and is treated as a protected health-related absence. No additional employer funding is required beyond standard payroll contributions.
The rule applies nationally and is not subject to employer discretion. Employers must treat qualifying miscarriages as a standalone leave category, with entitlement triggered automatically once gestational criteria are met.
For employers managing multi-country employment policies or Germany-based teams under local contract, the new entitlement must be integrated into HR, payroll, and compliance systems. Where global parity frameworks are in place, this may also affect how reproductive health leave is benchmarked across other jurisdictions.
There is no transitional grace period. The entitlement is active and enforceable as of June 2025.
Nigeria: Daily Overstay Fines Now Enforced
In June 2025, Nigeria’s Ministry of Interior confirmed that daily overstay fines will be fully enforced from 1 September 2025, with a grace period in effect until 1 August.
The fines apply to all foreign nationals whose visa or permit has expired — including Temporary Work Permits (TWP), STR visas, short-term business entry, and residence authorisations.
Key elements of the policy:
- A $15 per day fine will apply from the original expiry date
- Pending renewal applications will not pause or suspend fine calculation
- An amnesty period from 1 May to 1 August allows for regularisation or exit without penalty
Although fines are issued to the individual, employers will be held accountable for immigration compliance failures involving their foreign staff. The Ministry has stated that companies are expected to take full responsibility before, during, and after permit issuance.
Employers with foreign staff in Nigeria must immediately review expiry timelines, implement internal buffers, and adjust mobility planning ahead of September enforcement.
Denmark: Updated Positive Lists and Salary Floors Announced for July Enforcement
In June 2025, Denmark confirmed that revised Positive Lists and updated salary thresholds will take effect on 1 July 2025, with direct impact on employer eligibility to sponsor foreign nationals under work permit schemes.
The changes apply to both:
- The Positive List for Highly Educated, governing roles eligible under the Fast-track Scheme
- The Positive List for Skilled Workers, applicable to technical, trades, and support-level positions
New occupations have been added, others removed. The lists remain valid for six months and will be reviewed again in January 2026. Employers sponsoring candidates must ensure the role remains on the current list at the time of application submission, retrospective approvals will not be granted.
Salary thresholds have also been adjusted in line with Denmark’s wage indexation model. The minimum salary for the Pay Limit Scheme has increased, affecting both initial and renewal applications submitted on or after 1 July.
There is no grace period. Applications submitted before 1 July will be assessed under the previous lists and thresholds. From 1 July onward, only roles and offers meeting the new conditions will be eligible.
Employers using Fast-track or Pay Limit Schemes should immediately review sponsorship pipelines, adjust employment offers where required, and ensure all pending applications are filed under the correct framework before the cut-off date.
United States: Nationality-Based Visa Restrictions Now Active
In June 2025, the United States implemented new nationality-based visa restrictions, effective from 9 June, with immediate impact on the eligibility of foreign nationals to apply for or renew non-immigrant visas.
The changes apply across multiple categories, including:
- B visas (business visitors)
- F and M visas (students and trainees)
- J visas (exchange programmes)
Twelve countries are now subject to a full suspension of visa issuance across all categories. An additional seven countries face partial restrictions, such as reduced validity periods and category-specific exclusions. The list of affected nationalities has been issued via executive action and is enforced at both consular and carrier level.
There is no exemption for individuals based on third-country residence or current employment. Restrictions apply according to citizenship and passport used at the time of application or travel.
There is no grace period. Applications submitted after 9 June are subject to the new rules. Prior visas remain valid until expiry but may not be renewable under the same conditions.
Employers managing assignments, business travel, or project staffing involving affected nationalities should review mobility plans, adjust engagement timelines, and assess whether access to the US is still feasible under current conditions.
Philippines: Digital Nomad Visa Framework Signed, Awaiting Implementation
In June 2025, the Philippines finalised Executive Order No. 86, establishing a formal Digital Nomad Visa for remote foreign workers. While the legal framework is now in place, implementation guidelines have not yet been released.
The digital nomad visa is designed for foreign nationals employed or contracted by non-Philippine entities who wish to reside temporarily in the country while continuing to work remotely. Eligibility requirements include:
- Proof of remote work or contractual arrangement with a non-local entity;
- Health insurance valid in the Philippines;
- Minimum income and clean criminal record (thresholds to be confirmed in implementing rules).
The visa will allow for a one-year stay, renewable once, with multiple entry rights. Final processing requirements and documentation standards are expected to be issued by the Department of Foreign Affairs, Bureau of Immigration, and Department of Labour and Employment in the coming weeks.
Employers whose globally mobile staff base in the Philippines should monitor the regulatory timeline closely. Until full implementation guidance is released, entry under this scheme is not yet available, and current arrangements remain subject to standard immigration rules.
Italy: Labour and Citizenship Referendums Fail, Political Pressure Mounts
On 8–9 June 2025, Italy held five abrogative referendums aimed at overturning key parts of the 2015 Jobs Act (including contract protections and dismissal rules) and reducing residency requirements for citizenship. Despite more than 14 million votes cast and over 80% supporting repeal, turnout fell to approximately 30%, well below the 50% threshold required for validation.
Procedural mechanics:
- Four referendums targeted aspects of the Jobs Act: wrongful dismissal, temporary contracts, severance caps, shared liability in subcontracting.
- One addressed citizenship by descent, proposing to shorten residency thresholds from 10 to 5 years.
- All measures received majority “yes” votes, but none met the turnout requirement, rendering the results void.
The failure marks more than policy deadlock; it reflects broader political divergence and uncertainty around employment law direction.
For employers in Italy, this maintains the current framework, but the popular support signals renewed political appetite for labour reform heading into late‑2025. Companies relying on the predictability of the Jobs Act should monitor legislative developments through next spring.
Employer of Record for Cybersecurity Industry
The global threat landscape has shifted — AI-powered attacks, ransomware-as-a-service, and state-sponsored intrusions are accelerating. As cyber threats scale, so do the risks tied to how security talent is hired and deployed internationally.
This article outlines why contractor-based models or fragmented local hiring may no longer withstand audit, IP protection, or regulatory scrutiny.
Global Employer of Record (EOR) enables secure, full-time hiring in high-risk jurisdictions, with proper contracts, immigration support, and audit-ready talent engagement
If your cybersecurity delivery relies on cross-border talent, employment structure is now part of your risk posture.
Read the full article on secure hiring for cybersecurity
Global HR Compliance: Hiring Models, Cost, Risk
Many companies think they’re “hiring globally”, but are really just selecting vendors without understanding what employment model fits the role, jurisdiction, or legal risk.
This article unpacks how hiring structure affects everything from legal liability to IP protection.
It breaks down the differences between contractor arrangements, EOR, umbrella companies, local entities, and PEOs, showing how each model interacts with local labour, tax, and immigration laws.
It also maps common points of failure: misclassification, undocumented work, visa non-compliance, and permanent establishment exposure.
For employers expanding across borders or managing remote teams, understanding how control, cost, and compliance intersect is essential. The wrong model doesn’t just delay onboarding — it creates structural risk.
Read the full guide to global hiring models.
The Real Cost of Global Hiring: Why Salary Benchmarks Aren’t Enough
Hiring internationally isn’t just about salary offers; it’s about understanding the full cost of compliant employment in each country. That includes employer taxes, social security, statutory benefits, gross-to-net logic, and payroll infrastructure.
This article breaks down why standard benchmarking tools fall short when planning real-world hires and how Acumen’s Global Payroll Calculator (GPC) closes the gap.
Used by HR, finance, and mobility teams in 190+ countries, the GPC gives an execution-ready view of total employment cost: including all employer obligations, benefits, and legal triggers. It supports:
- Contractor-to-employee transitions
- Multi-country cost comparisons
- Compensation package structuring
- Relocation, remote work, and M&A workforce planning
Every scenario calculated in the GPC is actionable: Acumen can employ the person or the entire team compliantly, using our in-country infrastructure with employment contracts, payroll, benefits, and immigration handled.
Build Global Teams in 2025: From White-Collar to Field-Based Roles
Global Hiring: Why Role Type Determines Risk, Not Just Location
Global hiring isn’t limited to remote white-collar roles. While knowledge workers (developers, analysts, consultants) are often the default focus, critical operations — from infrastructure crews to marine engineers — demand far more than compliant contracts.
Field-based and blue-collar hiring brings regulatory, safety, immigration, and logistical requirements that vary dramatically by jurisdiction and function.
This article explores:
- Why the white-collar/blue-collar divide is obsolete in global workforce planning
- What employers must manage beyond payroll: from PPE and transport to site-based visas
- How blue-collar roles expose hidden risks when employment models assume desk-based work
- Why most global platforms fail to support licenced or high-risk functions
- How Acumen delivers role-specific employment solutions with local legal accountability
Bottom line: geography isn’t the only variable. To hire globally and compliantly you must adapt to the work itself.
Closing Word
That’s a wrap for the June 2025 edition of Acumen International’s Global Employment Tax and Compliance Newsletter.
We’ll continue monitoring regulatory changes and sharing practical guidance to help you hire and manage international teams with confidence.
We’re always ready to help you launch teams — blue collar or white collar, foreign or local, hybrid or fully remote — anywhere in the world.
Until next month — stay compliant, stay ahead.