International Human Resources & Hiring

Hiring and managing employees and independent contractors outside of the United States is complex and comes with risks that could lead to civil and/or criminal penalties abroad.

  • In order to mitigate risk and facilitate timely and compliant project implementation, UCSF has developed options to hire employees internationally.
  • Each hiring option has different benefits, logistical limitations, and budget implications.
  • Departments and project teams are encouraged to understand the requirements of each international hiring option before engaging in the hiring process.
Campus Guidance on UCSF Employees Working Outside of the United States

Working Outside the United States on UCSF Business
Faculty, academic personnel, and staff may work outside the United States if it is necessary for the conduct of UCSF business. International hiring or placement of UCSF employees in a foreign country for UCSF business is allowable. Department and hiring managers should consult the International Research Support Operations (IRSO) Office regarding compliant international hiring options and processes (hyperlink).

Telework Outside of the United States for Personal Reasons
Due to institutional risks and limited bandwidth to ensure compliance, UCSF does not permit faculty, academic personnel, and staff employed to telework from a remote location outside of the United States for any length of time.

  • Current UCSF employees working remotely from a country other than the United States without a specific UCSF business-related purpose and/or without prior written permission from HR are required to return to their US-based designated work location as soon as possible. 

For further guidance on this issue, please review Campus Guidance on UCSF Employees Working Outside of the United States.

International Hiring Risks

Violations to Employment, Contract, and Tax Laws
Each country has distinct employment, labor, and tax laws that can result in expensive fines or other civil and criminal penalties if violated.

Misclassification of Employee Status
Misclassification of independent contractors can result in back payments of taxes, fees, and other penalties.

Incorrect Provision of Benefits and Entitlements
Each country has specific entitlements such as mandatory pensions, annual bonuses, severance payments (end of service), and/or maternity leave, etc. Violations can lead to civil and criminal penalties.

Violating Visa and Immigration Laws
Expatriate employees and contractors must have the correct visa and appropriate work permits. Violations may lead to fines and other penalties, including deportation and/or imprisonment.

International Hiring Options

To support research activities UCSF has different hiring options that allow the UCSF community to compliantly hire in international locations. There is no one best option, but interested parties should consider different factors related to international hiring including:

  • Ease of Compliance with Local Law
  • Employment Status
  • Management Oversight
  • Global Location

See Hiring Options by Key Considerations Summary

Compliant International Hiring Mechanisms