The world is more connected than ever, and mining technology and service companies are no exception. As they expand their reach globally, they need to follow their clients to new markets, from a copper mine high in the Andes to the icey cold winters of Northern Canada. When exploring new markets, it’s the classic “chicken or egg” dilemma: You want to see success before committing to the expenses of a local operation, but as soon as you start generating revenue, the risk of being classified as a PE increases.
One of the more common risk for companies operating in Chile is related to employment laws and obligations. A recent change from the last couple years is the requirement for companies to register all employment related agreements with the Labor office. This has added an extra administration burden that some companies may not be following.
Argentina is a country that has tremendous resources and human capital but it has been in a constant economic battle. Newly elected President, Javier Milei, wasted no time with introducing reforms. His bills and decrees days after being elected intend to slash public spending to bring it in line with revenues and to cut key subsidies
The potential of the Peruvian mining industry is attracting many foreign companies to the market who are looking to provide equipment, technology, and services. It also means that companies need to adapt to new labor laws which are quite generous to workers in comparison to North America or Australia. One of the specific areas that companies need to consider when doing business in Peru is is how employee profit sharing works.
In part three of our Brazil series, we cover practical information that companies need to know when hiring staff in Brazil. While many of the labor laws are similar to other parts of the world, there is some key details that will help companies understand how things work in Brazil.
When sending staff to do work in Chile, our clients often ask us whether a work visa or simply a work permit is needed. There are different matters to consider when determining which one is needed. We have provided a brief overview to help companies understand the differences.
Chilean companies are required to have an employee handbook (Reglamento Interno) that covers health, safety, and internal policies. Within the employee handbook, there are certain areas that need to be covered. We provide a practical overview.
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