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Beyond Borders HR

Name: Beyond Borders HR
Address: 128 City Road, London, EC1V2NX, GB
Telephone: +447585602404

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Beyond Borders HR

Beyond Borders HR, a global HR and expansion consulting firm

17/06/2026

Malaysia has introduced revised salary thresholds for Employment Pass holders, significantly increasing the minimum pay levels required for expatriate employment.

Under the updated framework, the minimum base monthly salary for Employment Pass eligibility has risen from MYR 3,000 to MYR 5,000.

Roles offering salaries between MYR 3,000 and MYR 4,999 no longer qualify for an Employment Pass.

The revised structure, which applies to new applications and renewals submitted from 1 June 2026 onward, introduces updated salary bands across the three Employment Pass categories.

Category I now applies to salaries of MYR 20,000 and above per month, Category II covers MYR 10,000 to MYR 19,999, while Category III applies to salaries between MYR 5,000 and MYR 9,999.

The changes represent a notable increase from the previous framework, particularly for higher-tier expatriate roles where minimum salary expectations have risen sharply.

Employers should review expatriate workforce structures carefully to ensure that job responsibilities, seniority levels, and compensation packages remain aligned with the revised categorisation requirements.

15/06/2026

For founders deciding where to build, the decision is now genuinely complex. It involves trade-offs between access to talent, regulatory environment, investor networks, tax structure, and the practicalities of hiring a team across borders.

This article examines the top countries for launching an AI startup in 2026, covering the real advantages, the honest limitations, and the HR and compliance considerations that most startup guides overlook.

Read the complete article here: https://www.beyondbordershr.com/best-countries-to-launch-an-ai-startup/

12/06/2026

Share your opinion in the comments below!

A) Speed of decision-making

B) Consistent leadership style

C) Accountability across regions

D) Clear communication

10/06/2026

Managing a global workforce entails dealing with complex immigration laws and employee global mobility related issues. However, when you are focused on expanding your business globally, you may not have the time to deal with them.

At Beyond Borders HR, we specialise in providing comprehensive Global Mobility and Immigration services tailored to the specific needs of clients.

Our Global Mobility services include:

✅ 𝗜𝗺𝗺𝗶𝗴𝗿𝗮𝘁𝗶𝗼𝗻 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁𝘀: We assess your specific immigration needs, offering strategic guidance and identifying the most suitable visa options for your employees.

✅ 𝗩𝗶𝘀𝗮 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀: Our experienced team handles the intricacies of visa applications, ensuring that all necessary documentation is prepared accurately and efficiently.

✅ 𝗣𝗿𝗲-𝗮𝘀𝘀𝗶𝗴𝗻𝗺𝗲𝗻𝘁 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴: We assist in developing comprehensive pre-assignment plans, covering logistics, compliance requirements, and employee support services to facilitate a seamless transition.

✅ 𝗢𝗻𝗴𝗼𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗦𝘂𝗽𝗽𝗼𝗿𝘁: Staying compliant with immigration laws and regulations is vital. We provide continuous support, ensuring that your business remains in full compliance throughout the assignment duration.

08/06/2026

Vietnam's 2026 labour law changes are interconnected. A minimum wage increase under Decree 293 automatically raises the cap on unemployment insurance contributions. The new Employment Law expands who must be enrolled in social insurance. The PIT reform changes how payroll is calculated. Employers should treat these as a single compliance review, not separate tasks.

Read the complete article here: https://www.beyondbordershr.com/vietnam-labour-law-updates-2026/

05/06/2026

Indonesia is expected to introduce a new manpower law by 1 November 2026 following a directive issued by the Constitutional Court. The decision comes after multiple judicial reviews of the existing employment framework, where several provisions of the current Manpower Law and its 2023 amendments were found to be inconsistent. Questions have also been raised around a number of implementing regulations due to concerns over legislative authority.

Although the final content of the new law has not yet been released, the reform is expected to streamline and clarify key areas of employment regulation.

With significant changes potentially on the horizon, employers should continue monitoring legislative developments closely and be prepared to reassess employment contracts, HR policies, and workforce management practices once the new framework is published.

03/06/2026

Since April 2026, private-sector employers in Australia with 500 or more employees have been required to formally set and work toward gender equality targets under reforms overseen by the Workplace Gender Equality Agency (WGEA). The changes affect around 2,000 large employers across the country.

Under the framework, employers must select three targets from a prescribed list covering areas such as workforce gender balance, pay equity, flexible work practices, and the prevention of sexual harassment. At least one of the selected targets must be measurable and numerical, while others may focus on actions such as conducting pay gap reviews or implementing structured employee consultations.

Private-sector employers are currently required to nominate their targets during the 2025–26 reporting window running from 1 April to 31 May 2026. Public-sector employers will follow later in the year, between 1 September and 31 October 2026.

Progress will be assessed against baseline data from the previous reporting cycle. Employers that fail to select targets or demonstrate sufficient progress may face public identification by WGEA and could lose their compliance certification, potentially impacting access to government contract opportunities.

01/06/2026

Employers who approach the process with care, transparency, and thorough documentation are far less likely to face disputes or reputational damage.

Read our entire termination guide for Germany for best practices designed to help organisations manage terminations smoothly, while safeguarding both the business and its employees: https://www.beyondbordershr.com/guide-for-employee-termination-in-germany/

29/05/2026

Vietnam has introduced higher statutory minimum wage rates effective 1 January 2026 under Decree No. 293/2025/ND-CP, with increases applied across all four regional zones.

The updated monthly minimum wages are set at

- VND 5,310,000 in Region I, (approximately VND 25,500 per hour)

- VND 4,730,000 in Region II, (VND 22,700/hour)

- VND 4,140,000 in Region III, (VND 20,000/hour) and

- VND 3,700,000 in Region IV, (VND 17,800/hour),

with corresponding hourly rates varying by location.

Overall, the adjustment reflects an average increase of approximately 7% compared to previous levels.

The revision is aimed at keeping wage floors in line with rising living costs and inflation. Employers should ensure payroll systems are updated accordingly and factor the higher statutory rates into workforce cost planning from the start of 2026.

27/05/2026

The Philippines has introduced updated regulations governing the employment of foreign nationals, following new rules issued by the Department of Labor and Employment (DOLE) in February 2025.

These changes refine the existing framework and introduce clearer requirements for employers.

Under the revised rules, corporate officers are no longer subject to the publication requirement linked to labour market testing, while certain industries will now need to undergo an economic needs assessment.

At the same time, updated procedures apply to Alien Employment Permit (AEP) applications, exemptions, and enforcement.

The framework also brings stricter penalties, including administrative fines of up to PHP 10,000 per violation and potential bans on AEP issuance for foreign nationals ranging from five to ten years.

Although DOLE continues to encourage employers to advertise vacancies through platforms such as PhilJobNet or PESO and JPO offices, these postings are no longer a formal condition for submitting an AEP application.

With the rules in effect since 9 February 2025, employers should review their current immigration and hiring processes to ensure full alignment, particularly when managing AEP applications and related compliance requirements.

Address

128 City Road
London
EC1V2NX

Opening Hours

Monday	9am - 6pm
Tuesday	9am - 6pm
Wednesday	9am - 6pm
Thursday	9am - 6pm
Friday	9am - 6pm

Telephone

+447585602404

Website

https://www.beyondbordershr.com/

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