well, unless of course, you have a periode d’essai (“trial period”) written into the contract (which is the case ~100% of the time), which allows you to let go of an employee with little to no notice for the first three months. Oh, and you can also request to renew the trial period for an additional three months, legally – but you know, if you suddenly hate your employee after six months, well then, buddy, you’re S.O.L.
That actually seems like a huge deal. Most U.S. states are at-will, so you can pretty much fire anyone at any time. I would not want to be stuck in an unforeseen cash flow or retooling situation 8 months in and be unable to do anything about hiring.
Well pretty much every other country in the world does not have US style at-will employment. All it generally means is there is a notice period for employees, on both sides, and you need more justification to fire someone, like their role is no longer needed due to client leaving. For example in the UK notice is usually one month, and it is not hard to fire people, but there are procedures you need to follow. It is entirely workable for startups.
You should not be in a position where a cashflow issue means you cant meet payroll or you will fail anyway.
I would think that it's not about not meeting payroll, it's about competitiveness. If you have to meet a burden that other startups in a different area don't, why would you choose to do business in that area unless you were forced to?
It really is not a significant issue. I have fired quite a number of people with no issues whatsoever, it just requires a small amount of planning, like anything else in running a business. It is simply not a big important difference that you should base business location on for most countries.
Comments
well, unless of course, you have a periode d’essai (“trial period”) written into the contract (which is the case ~100% of the time), which allows you to let go of an employee with little to no notice for the first three months. Oh, and you can also request to renew the trial period for an additional three months, legally – but you know, if you suddenly hate your employee after six months, well then, buddy, you’re S.O.L.
That actually seems like a huge deal. Most U.S. states are at-will, so you can pretty much fire anyone at any time. I would not want to be stuck in an unforeseen cash flow or retooling situation 8 months in and be unable to do anything about hiring.
Well pretty much every other country in the world does not have US style at-will employment. All it generally means is there is a notice period for employees, on both sides, and you need more justification to fire someone, like their role is no longer needed due to client leaving. For example in the UK notice is usually one month, and it is not hard to fire people, but there are procedures you need to follow. It is entirely workable for startups.
You should not be in a position where a cashflow issue means you cant meet payroll or you will fail anyway.
I would think that it's not about not meeting payroll, it's about competitiveness. If you have to meet a burden that other startups in a different area don't, why would you choose to do business in that area unless you were forced to?
It really is not a significant issue. I have fired quite a number of people with no issues whatsoever, it just requires a small amount of planning, like anything else in running a business. It is simply not a big important difference that you should base business location on for most countries.