Where your international employees have their employment contracts terminated, it’s imperative that due process particular to the country they are based in is followed.
Ideally all such employees would have a valid locally compliant contract as the framework for such action, if not, it isn’t necessarily the case that statutory minimums in that jurisdiction would apply and the context of what has been included on a payroll operationally over time must also be considered on employee exit.
Specific consideration must be given as appropriate to redundancies, performance improvement plans, potential for (or even implied) discrimination – all of which can be summarised by taking extreme care because the costs of error aren’t just financial, but they can be an enormous time and energy drain on all concerned.
Caution is the key part of any strategy in this context, always an absolute must to use local counsel for employee termination planning.