France is one of the most common destinations for postings. Employers must:

• Register the employee in the SIPSI system before starting work,

• Appoint a local representative,

• Apply the rates resulting from the collective agreement ,

• Provide a BTP card when it comes to the construction sector.

French inspection services operate actively and rigorously – failure to report and document can result in fines of up to €4,000 per employee.

Check out our full guide on posting to France here .

In Germany, the following apply, among others:

• Employee registration in the ZOLL system,

• The obligation to provide remuneration in accordance with the MiLoG Act,

• Compliance with regulations on working and rest times,

• Payroll documentation must be available at the workplace.

In the construction industry, additional holiday funds ( SOKA-BAU ) and special industry-specific remuneration conditions are used.

Check out our full guide on posting workers to Germany here.

When posting workers to Belgium, you must:

• Register them in the LIMOSA system,

• Apply an appropriate collective bargaining agreement,

• Establish a contact person for longer contracts.

The Labor Inspectorate (Inspection Sociale) checks not only reports, but also housing conditions and compliance of wages with local regulations.

Check out our full guide on posting to Belgium here.

Dutch law imposes the following obligations:

• Registration on the Meldloket portal,

• Ensuring compliance with applicable collective agreements,

• Maintaining local safety and workwear standards, particularly in the construction sector.

Failure to report or comply with the rules may result in fines and a temporary ban on operating a business.

Check out our full guide on posting workers to the Netherlands here.

Switzerland, although outside the EU, has signed agreements enabling the provision of services. Key requirements:

• Mandatory notification via the Posted Workers system (at least 8 days before the start of work),

• Application of regional pay rates and working time rules,

• The obligation to have appropriate documents at the workplace – including confirmation of qualifications.

Some cantons have additional sector-specific regulations, e.g. for construction.

Check out our full guide on posting workers to Switzerland.

When posting employees to Austria, the employer must exercise particular diligence – it is one of the most formalised countries in Europe in terms of posting control.

Duties include:

• Mandatory notification via the ZKO3 platform (no later than the day before starting work),

• Providing documents confirming remuneration and working hours (so-called Lohnunterlagen ) – they must be available at the place of service provision,

• Compliance with collective agreements ( Kollektivverträge ), even if higher rates than the national wage apply,

• Ensuring appropriate social conditions (e.g. separation allowances, accommodation costs, per diem).

Austria carries out intensive inspections – violations of reporting or documentation obligations may result in administrative fines of up to €10,000 per employee , as well as the possibility of a ban on further provision of services.

Check out our full guide on posting workers to Austria.

Posting workers to Italy involves a number of administrative obligations that must be met before work begins .

The required steps are:

• Reporting the posting to the Ministero del Lavoro (Ministry of Labour) via the “Posted Workers Notification” platform – no later than the day before the start of work ,

• Appointment of a representative (so-called referente ) responsible for contacts with Italian control authorities,

• Ensuring remuneration in accordance with the local collective agreement.

• Storage of documentation relating to the contract, remuneration, working hours and A1 – available in Italy in the event of an inspection by the Labour Inspectorate ( Ispettorato Nazionale del Lavoro ).

In sectors such as construction, transport and logistics, additional requirements apply, such as possession of documents confirming professional qualifications and compliance with occupational health and safety standards.

Italian authorities attach great importance to compliance with employment conditions and local sector rates – underestimating them may result in fines and suspension of the service.

Check out our full guide on posting workers to Italy here.