Obligations of the Sending Employer
A step-by-step Roadmap

The EU Posting of Workers (PWD) regime is a critical framework, designed to facilitate the free movement of services in the EU/EEA/Swiss area while protecting the rights of workers who carry out  those services.

To effectively navigate PWD compliance requirements, it is crucial to understand the underlying PWD principles, concepts, and intricacies of this regime. 

This initial step in the PWD Roadmap aims to refresh your understanding.

Before the posting commences, the sending employer is required to submit a notification to the competent authorities of the host Member State. This notification typically includes details such as the identity of the employer and posted worker, the start and end dates of the posting, and the services to be performed.

Employers must designate a liaison person in the Host Country to facilitate communication with local authorities. This liaison person is instrumental in ensuring compliance and transparency when workers are temporarily posted within the EU. For employers managing posted workers across borders, a well-informed liaison person is not merely a formality but a critical strategic safeguard.

Employers are obliged to keep various documents available for inspection by the host country's authorities, such as employment contracts, payslips, timesheets indicating working hours, the A1 certificate, and proof of notification and payment of wages. These records must be timely and readily accessible during the entire posting period, and even until after the posting.

Before posting workers to another EU member state, the employer must inform them about the relevant aspects of their posting. This obligation is based on the EU Transparancy Directive. 

In this step you will find an overview of details your workers need to be aware of.

The 2018 revision of the PWD regime introduced stronger protections for posted workers across the EU, focusing on the principle of equal remuneration for equal work: Posted workers are entitled to the same pay as local workers performing identical roles in the same location from day one, proof of which may be requested in the event of an audit.

Companies are ethically and legally obligated to protect the physical, mental, and emotional health of their employees, irrespective of where they carry out their employment activities (in their home country or abroad) and the duration of their stay abroad. This responsibility encompasses creating safe workplaces, actively promoting wellness initiatives, and integrating these fundamental values directly into their overall business strategy.