Employer of Record Hong Kong

 Another strength of BHD firms includes better sources of capital, which refer to the fact they are in a position to raise fund from being equity or debt financed publicly. Both types of company incorporation are subject to the same procedure while companies formation as SDN BHD have stricter requirements delineated in their Articles for the Association.

 These include a number of restrictions on its operations useful as; the maximum number of shareholders should not be above 50, limitation to pledge shares or indemnities publicly and also prohibition to accept deposits from public. We should point out that such limits are not mandatory; other BHD companies choose dual listing and sell their shares in stock exchanges. To conclude, BHD organizations are eligible to remain unquoted if they will.

 Foreigners can be shareholders and own 100% of the Sdn Bhd. Alternatively they can act as directors if there is a local director on the board. Nonetheless, it should also be noted that this doesn’t apply to all businesses since some industries require a minimum of Malaysian participation.

 We can create a single shareholder/single-person company (“SPC”). If the company gets an exception from the Foreign Investment Law, then a SPC subsidiary can be established.

 A corporate tax rate of 17% is applicable to the initial RM600,000 if it is a resident company who has less than RM 2.5 million paid-up capital or gross income from operations are lower than RM 50 million. On the contrary, those corporations that do not meet these requirements will be taxable to a general tax rate of 24%.

 In comparison to other variety of corporate structures, companies in Sdn Bhd enjoy a better tax benefit including pioneer status and investment tax allowance. Having a profit-based tax nature, an Sdn Bhd does not have to pay additional taxes on the distributed dividends: Additionally, residents in Malaysia that receive dividend income are also not taxed on the dividends as individual taxes.

 Real estate and other assets can be held by a corporation as holding company. This creates a company setup for property investors to help in asset management. If asset protection was the goal of a parent corporation, it could organize itself as a holding company and establish subsidiaries for each business line. Another subsidiary may be responsible for the brand name and trademarks of the parent corporation, while another one will hold various real estates owned by the parent corporation.

 This strategy is aimed at limiting the financial and legal obligations risk of the holding company as well as those of its many subsidiaries. It may also help to minimize the total tax burden of a corporation by placing certain parts of its operation in countries with favorable taxes.

 The legal maximum number of shareholders for a Sdn Bhd company is 50, which is sufficient for any modest to medium sized firm. In case there are more than 50 investors, a Berhad would serve as an alternative company structure. A shareholder of a company can be an individual or corporate body.

 As a result of reporting standards that it must comply, these Sdn Bhd companies have also become more favorable in the market that solidifying them as sound and dependable corporate structure.

 It is common when resigning from a company to hand in your manager or supervisor with a letter of resignation. When you hand over your letter with an appropriate notice period, allowing time for your supervisor to arrange the workflow and tasks before leaving is a sign of respect. In this article, we will discuss what is a notice period and how you can calculate the right duration of notice.

 A notice period is the time during which you continue working from the day that you give in your resignation letter until your final day at work. Notice periods can be different by length depending on various factors such as the industry, the role of a worker, employment type and duration in particular organization. Normally, it takes at least two weeks or more to give notices.

 Recruitment may take a long time, especially in specialized sectors. For instance, your human resource department will have to handle with your notice of resignation, develop a job specification for filling the position and get authorization for hiring recruitment budget. This application process usually involves several checks along interdepartmental lines before the application can be live. All of this takes time. In addition to being respectful of the company’s time, here are several reasons to provide a notice period:

 To foster a professional connection with your employer: Regardless of whether you’re there for just a few months or even years, it’s beneficial to leave on mutually pleasant terms. It is possible that while applying in future jobs, you may need references from the present employer. Giving a thoughtful notification may make your ex-employer more prone to give favorable remarks regarding the time you spent with them.

 To ensure a smooth transition and uninterrupted workflow: Giving your employer advance notice will give any team members who worked with you the opportunity to plan for your departure. You will allow them adequate time to arrange for your replacement or cover any vacancies in the workflow.

 Employment contract terms and conditions: Perhaps, at the beginning of your position, you signed a contract or agreed to terms of employment. Typically, the terms and conditions of employment specify how long your notice period is going to be. It is often dependent on the number of years you had been working with the organization.

 When determining the length of your notice, it’s important to consider various factors that can guide your decision. These factors play a significant role in ensuring the right balance and effectiveness of your notice.

 If you have signed a contract, most likely it will contain information on the notice period that is required from you. It would be wise to read your contract of employment before deciding if resigning is a good move. This will allow you to plan your subsequent moves well and to have a smooth transition.

 If you’ve been with your company less than a year, it has become standard courtesy to notify the employer at least one week in advance. However, if at all possible, think about giving a two-weeks notice even if you have been just with your company for a few months because this would give more time to your employer to find someone who can fill in that position.

Employer of Record Hong Kong

 If you’ve been with the company for one to three years, it is simply good manners to offer at least a 1-month notice. Thirdly, Give a 2-month notice if you were at the company for three to five years and 3 months if you were with the company for more than five years.

 However, if you are aware that your company’s hiring process takes along time or the position you hold is difficult to fill then it naturally becomes ok to give a 2 to 3 months notice even though you have been at the company less than five years.

 Depending on your employment, you may not be required to give a notice period at all. For example, unless specified in your contract, casual employees can end their employment without notice. Full-time and part-time employees should on the other hand provide a notice period either based on their tenure at their organisation or what is stated in their contract.

 However, even as a casual employee, it’s always a good idea to give some kind of notice to your employer, otherwise you risk the chance of burning any bridges between you and your manager, colleagues and the company.

 Alternatively, the length of your notice period can vary according to the tasks pending completion. Consider the time it takes to train a new member or hand unfinished work over to another colleague. If you have a large project underway or some sort of rare expertise, include this when deciding how long a notice period you should provide.

 Many companies structure their marketing and operations plan by the financial year end to complete ongoing projects and set new goals at the beginning of that year. It is a good idea to consider the dynamics of the financial year calendar when announcing your decision to leave before you tender your resignation.

 Determine whether you are resigning because of another job that has already been secured, to start as a freelancer or because you want to take some time off work. The notice period is determined by your career goals. For example, if you are already assured of another job then it is very unlikely to give extra notice period to your employer. On the other hand, in case you are resigning to take some time off, the position you may be at would allow for a greater notice period.

 Determine whether you are resigning because of another job that has already been secured, to start as a freelancer or because you want to take some time off work. The notice period is determined by your career goals. For example, if you are already assured of another job then it is very unlikely to give extra notice period to your employer. On the other hand, in case you are resigning to take some time off, the position you may be at would allow for a greater notice period.

 In order to resign from a company in a professional setting, schedule an appointment with the purpose of submitting your formal resignation letter to your manager. It is good idea to hand in both your letter and copies of it digitally as the HR department would want to store your resignation notice.