Oman Labor Market Compliance: New Rules for Foreign Companies and Expatriate Workers
Oman has introduced new labor rules requiring foreign companies to hire at least one Omani national and allowing expatriate workers to change employers if contracts aren’t registered within 30 days, reinforcing its Vision 2040 goals for workforce localization and transparency.
How Cultural Factors Can Impact Foreign Business Success in India
Foreign companies often fail in India due to cultural missteps. Discover key factors and strategies to align leadership, talent, and products with local realities.
Cultural factors – the beliefs, norms, expectations, and interpersonal styles prevalent in Indian society – are not just “soft stuff” but can become hard constraints (or enablers).
AI tools in HR often violate labor law; fines of up to EUR 35 million may be imposed
AI tools in HR often violate labour laws – they discriminate, collect prohibited data and invade privacy. From August 2026, the EU will impose fines of up to EUR 35 million.
Employment Contracts in Indonesia: Fixed-Term Vs Permanent
Indonesia’s workforce of over 140 million makes it an attractive destination for foreign employers, yet hiring in compliance with local regulations requires careful attention to contract structure.
Employers must draft written, bilingual agreements that specify job scope, duration, and termination rights.
Foreigners Working in China: SPC Clarifies Employment Relationship Standards
Foreigners working in China now benefit from clearer legal recognition under Judicial Interpretation II. The Supreme People’s Court expands the conditions under which foreign nationals can be confirmed as employees, including those with permanent residency, valid work permits, or other lawful procedures.
Establishing a Representative Office in Saudi Arabia
Establishing a representative office in Saudi Arabia can help foreign firms to conduct market research and liaison activities under MISA oversight. The model offers a cost-efficient route for market entry, but requires it to fulfil licensing and Saudization requirements, like other entry models.
Where the Jobs Are in 2025: Hiring Trends Across India
India Briefing
In 2025, India emerged as one of the leading global markets for hiring intent, supported by expansion strategies, digital transformation, and strong demand across energy, finance, IT, and communication services.
India continues to demonstrate strong global standing in employment prospects. Indian employers are set to ease hiring in October–December 2025, even as recruitment sentiment shows marked improvement from 2024, according to the latest ManpowerGroup Employment Outlook Survey.
Oman Introduces Formal Remote Work Regulations for the Private Sector
Oman has introduced its first comprehensive regulations on remote work, requiring formal contracts, clear performance evaluation systems, and strict privacy protections. The framework enhances flexibility while ensuring compliance, efficiency, and alignment with the country’s digital transformation goals.
Why a Global Mindset is Critical for Business Success in China
A global mindset is essential for international companies entering or operating in China. It bridges cultural gaps, enhances collaboration, and drives success. This article explores how cultivating a global mindset helps leaders navigate China’s unique cultural dynamics, build trust-based relationships, and unlock long-term business growth in a complex and fast-evolving market.
Processing Payroll for Expats and Locals in India: Key Differences
Learn how payroll processing for expatriates (expats) differs from locals in India, from tax residency and social security to reporting and compliance.
India’s role as a hub for global talent has expanded rapidly in the past decade. Multinational companies are hiring locally and bringing in expats to manage specialized functions. Though locals and expats fall under the same income tax law, the way their salaries, allowances, and deductions are treated differs a lot.
Saudi Arabia in focus: market opportunities for small and medium-sized enterprises
Dr Holger Bingman, Founder and CEO, Thinking Arabian
The competition for talent in Saudi Arabia is intensifying in the wake of growing internationalisation and increasing industry diversity. What long-term trends are emerging in the search for and employment of qualified specialists and executives?
Competition for qualified specialists and executives in Saudi Arabia is increasing significantly. This is not a short-term development, but rather a fundamental change in the course of the country's economic transformation. At this point, a comparison with Dubai in the early 2000s is useful. It was clear there as well, that building an international economic metropolis could only succeed with global talent. However, Saudi Arabia's ambitions under Vision 2030 are much more comprehensive. The comparison can only be made on a significantly higher scale.
Romanian labor market: legal and HR updates
Christian Tegethoff, Managing Director, CT Executive Search and Christian Weident Managing, Partner and employment law expert, STALFORT Legal.Tax.Audit.
The Romanian labour market is characterised by strong competition for experienced skilled workers, especially, in the technical and industrial sectors. For companies, this means rising wage costs, and the need to offer attractive career and develop ment prospects in order to retain employees in the long term.
In a double interview, Christian Tegethoff, recruitment expert and managing director of CT Executive Search, and Christian Weident, managing partner and employment law expert at STALFORT Legal.Tax.Audit., shed more lights on what is important when filling executive positions for subsidiaries of German companies in Romania.
Understanding India: market insights beyond the rankings
Georg Graf, Advisory Board Member, CT Executive Search
A demanding market like India requires local leaders who are a good fit. In your experience, what personal qualities or professional backgrounds have proven to be particularly suitable?
This question addresses a problem that occurs in many companies. Mistakes are made in this area. It can be challenging to work exclusively with local managers. Especially at the beginning, or in times of crisis, managers are needed who can mediate between India and headquarters. Local managers are only capable of do ing this to a limited extent.
Indo-German Business Magazine|03,2025
Indo-German Chamber of Commerce
How can Training and Skilled Migration drive the future of Indo-German business? The IGBM 3 2025 explores this and more.
Topics:
- Indo-German Skilled Migration in 2030: What’s Next?
- Professional Recognition: Still the Key in Indo-German Skilled Migration
- Migration to Germany in Healthcare Sector
IGCC Annual Review 2025
Indo-German Chamber of Commerce
The IGCC Annual Review 2024-25 is a reflection of an eventful year filled with new milestones, stronger partnerships, and deeper Indo-German cooperation.
Which African countries lead in local pharmaceutical manufacturing?
Africa’s pharmaceutical sector continues to evolve, with local manufacturing gradually expanding but still falling short of meeting demand. The continent remains heavily import-dependent, with domestic production currently addressing only around 30% of total pharmaceutical needs.
In a recent project for a global healthcare client, africon analyzed Africa’s pharmaceutical manufacturing landscape to identify opportunities for investment and partnership.
Indo-German Business Magazine 2|2025
The second edition of the Indo-German Business Magazine (IGBM) for 2025 spotlights a theme of growing geopolitical relevance: Defence and Strategic Cooperation between India and Germany. In an era defined by complex security dynamics and technological leaps, this issue brings together voices from both nations—governments, defence experts, industry leaders, and institutions—to explore the future of bilateral collaboration. From cybersecurity and maritime partnerships to joint production and innovation, this edition offers insight into the shared vision shaping the Indo-German strategic landscape.
Africa is home to 345+ billion-dollar companies
According to McKinsey’s Reimagining Economic Growth in Africa report, Africa is home to at least 345 companies generating over $1 billion in annual revenue, with more than 40% headquartered in South Africa. The report further estimates that these large companies could collectively increase their revenues by over $550 billion by 2030, reflecting the continent’s dynamic business landscape. africon GmbH has complemented these findings with additional Africa-specific insights, including the breakdown of ownership structures: 44% of these companies are publicly traded, 40% are privately held, and 16% are state-owned.
How to Hire in Saudi Arabia Legally: A Step-by-Step Guide
Employers in Saudi Arabia are increasingly required to navigate a more digital governed recruitment process. In 2025, the Ministry of Human Resources and Social Development (MHRSD) introduced several updates that require companies to use platforms like Qiwa for posting vacancies, verifying candidate eligibility, and finalizing employment contracts. These changes apply across sectors and cover both Saudi nationals and expatriate hires.
UAE’s Virtual Work Visa: Working Remotely from the UAE
As digital work becomes the norm for professionals worldwide, the UAE has a compelling residency route tailored for you: the Virtual Work Visa. It is designed for foreign nationals employed outside the UAE and enables individuals to live in the UAE for up to a year, without needing a local sponsor or employer.
It allows professionals to maintain overseas employment and also accessing a wide range of UAE services, infrastructure, and quality of life. The scheme is open to all nationalities and can be renewed on expiry.
Hiring Employees in India: A 2025 Guide for Global Businesses
India is prioritizing workforce formalization and digital governance in 2025, bringing new rules and regulations around employment. For both foreign and domestic employers, a clear understanding of hiring employees—across sectors, contract types, and legal jurisdictions—is essential to ensure compliance and maintain profitability.
How to Legally Employ and Pay Foreign Workers in Indonesia
Indonesia’s growing economy and its openness to foreign investment have made it an attractive destination for international businesses. Many of these companies rely on foreign professionals to manage operations, transfer technical expertise, or oversee regional expansion.
To hire foreign workers legally, companies must navigate a structured process that includes satisfying employer eligibility rules, securing work permits and stay visas, drafting compliant contracts, and meeting tax and social security obligations.
Indian Cities Outpace Major Global Destinations in Tech Talent and Labor Index
India is improving its status as a global tech talent hub, with Bengaluru, Hyderabad, and Delhi-NCR leading in both availability and quality of technology professionals, according to Colliers’ 2025 report.
In the recently published “Global Tech Markets: Top Talent Locations 2025” report by Colliers, India has emerged as a leading hub for technology talent. The report, released on July 10, 2025, evaluated more than 200 markets worldwide and found that Indian cities are leading in areas such as talent acquisition, talent density (measured per capita), and office space leasing.
China’s New Vocational Skills Training Initiative: Opportunities for FIEs
China’s new Vocational Skills Training Initiative (2025–2027) aims to upgrade workforce capabilities across strategic sectors, improve labor inclusion, and align training with market needs. For foreign investors, it offers enhanced access to skilled talent and new opportunities in education, training, and industry partnerships.
Appointment of Foreign Nationals as Company Directors in India: A Legal Checklist
As foreign enterprises broaden their operations in India, many opt to appoint foreign nationals as company directors in their Indian entities.
While Indian law permits foreign nationals to serve as company directors, the appointment process entails several legal and procedural requirements. Companies must adhere to regulations concerning documentation, taxation, visa approvals, and statutory filings to ensure the appointment is valid and fully compliant. A clear understanding of these obligations is critical to enabling a smooth and legally sound onboarding process.
