Ecianas

We handled this by setting a few global principles, then reviewing each country’s package against local law and market norms. A comparison sheet helped separate real gaps from differences caused by national healthcare or tax rules. I’d avoid promising “equal” benefits unless you’ve defined exactly what that means, since that can create expectations the EOR can’t meet.

Totally get your confusion. It seems like the law allows auto-enrollment only for new hires, not all eligibles. The webinar's take on a full sweep feels off.

Be clear about the bankruptcy in your filing. Keep records of everything related to the termination in case the IRS has questions later.

No problem. I haven't seen any IRS guidance on plans not meeting the 3% auto-enroll. Those mid-year exemption issues can be tricky, though.