Product details

Purpose: We give you a clear compliance map across your European operations, what’s compliant, what’s not, and what to fix first.

Trigger:
Most clients come to us when they realise they don’t know if they are compliant.
Primary Triggers

• Entering a new European country
• Rapid growth (20+ employees or scaling across entities)
• Pre-investment / due diligence preparation
• Internal concerns about compliance gaps

Secondary Triggers

• Recent HR incident or dispute
• Change in local legislation
• Audit request from HQ (US/UK clients especially)
• Preparing for funding / board reporting

Scope focus:

Core Audit Areas

1. Employment Contracts
2. Working Time & Leave
3. Payroll & Compensation
4. Policies & Documentation
5. Employee Classification
6. Termination Practices
7. Data & HR Systems (if applicable)

Output

• Compliance score (per country)
• Risk heatmap (high / medium / low)
• Prioritised action plan

Delivery timeline:

Standard: 2–4 Weeks

• Week 1: Kick-off & data collection
• Week 2: Audit execution
• Week 3: Consolidation (if needed)
• Final: Report + client walkthrough + upsell discussion

Rule: Every audit ends with a commercial next-step discussion.

Commercial Positioning (For Sales Team)

Do NOT sell:

• Hours
• Audit mechanics

DO sell:

• Risk reduction
• Clarity
• Prioritisation

Sales line:
“We’re not auditing for the sake of auditing—we’re giving you a clear, prioritised roadmap to stay compliant and scale safely in Europe.”

Product details

Purpose: We de-risk the people side of your European transaction, before, during, and after the deal, ensuring compliance, protecting workforce stability, and safeguarding deal value.

Trigger:
Clients engage us when HR risk becomes critical during fast-moving transactions and internal teams lack the capacity or local expertise to manage it.

Primary Triggers

• Active M&A transaction (buy-side or sell-side)
• Pre-deal HR due diligence requirements
• Acquisition of a European entity or workforce
• Carve-outs or divestitures involving employees
• Post-merger integration challenges

Secondary Triggers

• Investor / Private Equity scrutiny
• Identified workforce risks during due diligence
• Complex employee transfer scenarios (e.g. TUPE)
• Cultural misalignment post-acquisition
• Lack of European HR expertise internally

Scope focus (Modular by Deal Phase):

1. Pre-Deal: HR Due Diligence

1. Workforce analysis (headcount, structure, cost)
2. Employment contract and compliance review
3. Identification of legal and operational risks
4. CBA / union exposure analysis

Output

• HR risk report

• Red flag summary

• Cost and liability insights

2. Deal Phase: Transaction Support

1. TUPE / employee transfer management
2. Works council coordination
3. Employee communication strategy
4. Risk mitigation actions

Output

• Transfer plan
• Compliance validation
• Documentation framework

3. Post-Deal: Integration & Optimisation

1. Contract harmonisation
2. Policy alignment
3. HR operating model design
4. Cultural integration support
5. Restructuring (if required)

Output

• Integration roadmap
• HR structure and governance model
• Implementation support

Delivery timeline:

Standard Duration: 6–12 Weeks

Can be delivered:

• As full end-to-end support
• Or as standalone modules depending on deal stage

Internal rule: Every phase must include a forward-looking commercial discussion.

Strategic Enhancements

To further increase value and pricing power, include:

• HR Risk Scorecard (deal readiness)
• Top 10 HR risks impacting deal value
• Estimated financial exposure

Product details

Purpose: To bring structure, control, and visibility to fragmented multi-country HR and payroll operations across Europe, without requiring a full systems overhaul. This service ensures that existing HR systems and payroll providers operate as one coordinated model, improving accuracy, compliance, and reporting for leadership.

Trigger:
This service is usually triggered when organisations experience:

• Payroll errors, inconsistencies, or delays across countries
• Lack of alignment between HR, payroll, and finance
• Poor visibility on European headcount, costs, or compliance status
• Rapid expansion into multiple European countries
• Post-acquisition integration challenges
• Audit preparation or compliance concerns
• Frustration with multiple vendors and disconnected systems

Scope focus:

We focus on coordination -not replacement- of your existing ecosystem:

• Multi-country payroll process mapping and alignment
• HRIS and payroll data flow standardisation
• Vendor coordination (local payroll providers, global platforms)
• Ownership definition across HR, Finance, and external partners
• Payroll calendar alignment and governance structures
• Data consistency and reporting frameworks
• Risk identification and compliance gap reduction
• Escalation and issue resolution processes

Typical scope:

• 2–10+ European countries
• Multiple payroll vendors
• ~50–500+ employees (scalable beyond this)

Delivery timeline:

• Phase 1: Discovery & Audit (2–3 weeks)
• Phase 2: Design of Coordinated Model (2–4 weeks)
• Phase 3: Implementation & Alignment (4–8 weeks)
• Phase 4: Stabilisation & Handover (2–4 weeks)

Typical total duration: 8–16 weeks depending on complexity

Product details

Purpose: To deliver compliant, ready-to-use, and locally aligned employment documentation across European countries, enabling organisations to hire, manage, and exit employees with confidence while reducing legal and operational risk.

This service ensures documentation is not only legally sound, but also practical, consistent, and aligned with your operating model.

Trigger:

This service is typically triggered when:

• Entering a new European country and hiring first employees
• Scaling quickly across multiple jurisdictions
• Using outdated, generic, or non-compliant contracts
• Experiencing inconsistencies across country documentation
• Preparing for audits, due diligence, or investment rounds
• Transitioning from EOR to direct employment
• Facing employee disputes or termination complexity
• Post-M&A integration of different employment frameworks

Scope focus:

We provide a structured, multi-country employment documentation framework, including:

• Country-specific employment contracts (drafted or localised)
• Offer letters and contract annexes
• Probation, notice period, and termination frameworks
• Termination templates and risk-aware documentation
• Core HR policies (leave, working time, conduct, GDPR, etc.)
• Employee handbook (creation or localisation)
• Alignment between contracts, policies, and actual practices
• Documentation standardisation across countries where possible
• Identification and mitigation of legal and operational risks

Typical scope:

• 1 to 10+ European countries
• Localised documentation per jurisdiction
• Typically ~50–500+ employees (scalable beyond)

Delivery timeline:

• Phase 1: Discovery & Document Review (1–2 weeks)
• Phase 2: Drafting / Localisation (2–4 weeks)
• Phase 3: Alignment & Harmonisation (1–3 weeks)
• Phase 4: Finalisation & Handover (1–2 weeks)

Typical total duration: 4–10 weeks depending on number of countries and complexity

Product details

Purpose: To design a clear, defensible, and scalable compensation and benefits framework across European countries, aligned with local labour law, statutory obligations, market benchmarks, and business growth objectives.

This service enables organisations to make consistent, compliant, and financially controlled reward decisions at both operational and board level.

Trigger:

This service is typically triggered when:

• Expanding into one or multiple European countries
• Facing inconsistencies in pay across jurisdictions
• Experiencing retention or internal equity challenges
• Preparing for investment, M&A, or board scrutiny
• Moving from founder-led or informal compensation decisions
• Struggling to benchmark roles across countries
• Unsure how to structure benefits in line with local requirements
• Scaling headcount rapidly without a clear reward framework

Scope focus:

We build a structured, multi-country reward architecture, covering:

• Job architecture and role leveling
• Salary band design across countries
• Internal equity and pay consistency frameworks
• Country-specific salary benchmarking
• Benefits design (statutory + supplementary)
• Mandatory insurances and employer obligations (by country)
• Alignment of compensation with payroll, HR, and finance
• Governance frameworks for pay decisions
• Documentation for leadership, employees, and investors

Typical scope:

• 1 to 10+ European countries
• ~50–1,000+ employees (scalable beyond)
• Cross-functional alignment (HR, Finance, Leadership)

Delivery timeline:

• Phase 1: Discovery & Role Analysis (2–3 weeks)
• Phase 2: Benchmarking & Framework Design (3–5 weeks)
• Phase 3: Benefits & Compliance Alignment (2–4 weeks)
• Phase 4: Governance & Finalisation (2–3 weeks)

Typical total duration: 8–14 weeks depending on complexity and geography

Product details

Purpose: To design and implement a fully compliant HR and payroll foundation for organisations entering one or more European countries, ensuring legal alignment, operational readiness, and risk mitigation before the first hire.

This service enables companies to enter Europe with clarity, speed, and confidence, avoiding costly remediation later.

Trigger:

This service is typically triggered when:

• Planning to hire the first employee in a European country
• Expanding into one or multiple European jurisdictions
• Deciding between entity setup, EOR, or hybrid employment models
• Experiencing delays or uncertainty around payroll registration
• Preparing for investor scrutiny or structured international expansion
• Scaling quickly and needing a repeatable European entry model
• Transitioning from opportunistic hiring to structured expansion

Scope focus:

We deliver a complete HR market entry setup, including:

• Employment model advisory (Entity vs. EOR vs. hybrid)
• Country-specific employment contract setup
• Payroll registration and setup coordination
• Social security and tax authority registration alignment
• Mandatory insurance and benefits setup
• Core HR policies and onboarding framework
• Alignment between HR, payroll, finance, and legal structures
• First-hire readiness (operational + compliance)
• Multi-country rollout strategy (if applicable)

Typical scope:

• 1–5 countries per phase (scalable beyond)
• 1–50 employees per country at entry stage
• Often part of broader international expansion

Delivery timeline:

• Phase 1: Market Entry Design & Model Selection (1–2 weeks)
• Phase 2: Compliance & Registration Setup (2–4 weeks)
• Phase 3: Documentation & Policy Setup (2–3 weeks)
• Phase 4: Operational Alignment & Go-Live (1–2 weeks)

Typical total duration: 4–10 weeks depending on countries and structure

Product details

Purpose: To ensure effective, compliant, and market-aligned hiring decisions by aligning role design, salary positioning, labour market realities, and employment framework requirements.

This is a fixed-scope, role-based recruitment support service, focused on quality, compliance, and execution, not volume-based recruitment.

Trigger:

This service is typically required when:

• Organisations hire in a new European country
• Roles are difficult to fill or repeatedly rejected
• Salary expectations are unclear or misaligned
• Hiring decisions need to be defensible internally
• Recruitment needs to align with compliance and onboarding

Scope focus:

• Role scoping and job architecture
• Salary benchmarking and market calibration
• Candidate sourcing and screening
• Interview structure and evaluation frameworks
• Offer positioning and hiring alignment
• Coordination with employment documentation and onboarding

Delivery timeline:

Typical timeline per role: 4–8 weeks, depending on:

• Role complexity
• Country
• Market availability

Product details

Purpose: To provide continuous, senior HR guidance and coordination across your European operations, ensuring:

• Consistent compliance with European labour laws
• Structured and confident decision-making
• Alignment across multiple jurisdictions
• Reduced legal and operational risk

Trigger:

This service is typically required when:

• Organisations move beyond project-based HR needs
• Headcount and complexity increase across Europe
• HR decisions become continuous rather than isolated
• Leadership requires ongoing support on employee relations and compliance

Scope focus:

• Senior HR advisory for leadership and managers
• Employee relations and performance management support
• Cross-border HR coordination
• Compliance monitoring and risk mitigation
• Support during audits, restructurings, or growth phases
• Alignment of HR practices across jurisdictions

Delivery timeline:

• Initial setup: 2–3 weeks
• Ongoing delivery: monthly retainer

Delivered by a Senior HR Business Partner with pan-European expertise. Includes:

• Dedicated senior point of contact
• Regular touchpoints (weekly / bi-weekly)
• On-demand advisory within agreed scope
• Coordination with local providers and stakeholders