October 2026 | SPOTLIGHT | BANKRUPTCY & RESTRUCTURING
Financier Worldwide Magazine
October 2026 Issue
Employers with a multijurisdictional footprint face unique challenges when it comes to balancing business objectives with complex – and sometimes conflicting – international and local laws. This is especially true when undertaking global workforce restructurings, which require companies to think not only about who will be impacted during the reorganisation, but when, where and how to implement such a programme under a variety of local customs and legal requirements. This article highlights three significant questions for global employers to consider when conducting workforce reorganisations.
Which laws apply?
To evaluate legal risks and implement a compliant workforce reorganisation or restructuring, the first question a global employer must answer is which jurisdictions’ laws will govern each individual employee. This can be especially tricky where an employee has touchpoints in multiple jurisdictions, because more than one jurisdiction’s laws may apply to an individual employee depending on the matter at issue. While an employee’s assigned work location may seem like the most obvious answer (and is typically the primary driver when determining applicable law), because global mobility has never been easier, this is just one of several factors that must be considered.
Other factors to consider include, but are not limited to, the employee’s citizenship and immigration...
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