During a workforce audit, an HR mobility leader discovers several expatriates who are not part...

When an HR mobility leader discovers several expatriates who are not part of the organization's global mobility program, the first step is to determine if the organization is liable for possible immigration violations of these workers. Addressing potential legal and compliance issues is critical to avoid penalties and ensure the organization's operations remain lawful.

Legal Review: Conduct a thorough review of immigration laws and regulations in the countries where the expatriates are located to identify any potential violations.

Compliance Check: Verify the immigration status of the expatriates, including work permits, visas, and any other legal requirements necessary for them to work in the host countries.

Risk Assessment: Assess the risks associated with any identified violations, including legal, financial, and reputational risks for the organization.

Documentation: Gather and document all relevant information about the expatriates, including their roles, locations, and the terms of their assignments.

Consult Legal Counsel: Seek advice from legal experts specializing in immigration and employment law to determine the best course of action to address any compliance issues.

Action Plan: Develop and implement an action plan to rectify any violations, which may include regularizing the immigration status of the expatriates, implementing better tracking systems, and ensuring future compliance.

References:

SHRM guidelines on global mobility and immigration compliance

Legal resources on managing expatriate assignments and compliance