Contact

International Human Resources Authority serves as a reference resource covering the structure, regulation, and professional standards of international HR practice for US-based employers and practitioners. This page identifies how to direct correspondence related to the site's published reference content, what information to include in outbound messages, and what response scope applies. Questions regarding specific legal interpretation, individual employment disputes, or regulatory enforcement should be directed to licensed counsel or the appropriate named agency — those functions fall outside the reference scope of this site.

Additional contact options

Beyond the primary contact channel, correspondence may be relevant to specific subject-matter areas covered within the site's reference library. Practitioners researching topics such as Employer of Record Services Explained, Cross-Border Payroll and Tax Obligations, or International HR Data Privacy and GDPR for US Employers may find that their questions are already addressed within those structured reference pages before a message is submitted.

For matters involving regulatory agency jurisdiction, the following named public bodies maintain their own direct contact infrastructure:

1. U.S. Department of Labor (DOL) — covers wage and hour enforcement, foreign labor certification, and FMLA compliance across US-linked employment relationships.
2. U.S. Citizenship and Immigration Services (USCIS) — administers employer-sponsored visa petitions, I-9 verification requirements, and work authorization classifications.
3. Internal Revenue Service (IRS) — governs tax treatment of cross-border compensation, shadow payroll arrangements, and foreign national withholding obligations.
4. Equal Employment Opportunity Commission (EEOC) — handles discrimination charge intake for US-based employees, including those in multinational workforce structures.
5. Society for Human Resource Management (SHRM) — maintains a member-facing knowledge center and professional development infrastructure relevant to Global HR Certifications and Professional Standards.

Directing regulatory or enforcement inquiries to the appropriate named agency, rather than a reference site, produces faster and more authoritative outcomes.

How to reach this office

Correspondence directed to International Human Resources Authority should be submitted through the site's designated contact channel. The primary function of inbound contact is to support the accuracy, completeness, and currency of the reference library — this includes flagging outdated regulatory citations, identifying broken or misdirected links, requesting clarification on published content structure, or raising substantive questions about how a topic is framed within a specific page.

This office does not provide:

• Legal interpretation of employment contracts, termination procedures, or visa classifications
• Jurisdiction-specific compliance advice for countries outside the site's documented reference scope
• Referrals to individual HR consultants, attorneys, immigration firms, or staffing agencies
• Payroll calculation assistance or tax filing guidance

The contrast between a content accuracy inquiry and a professional service request determines whether this office is the correct point of contact. Content accuracy inquiries — such as noting that a cited statute has been amended, or that a reference page omits a material regulatory development — fall within scope. Professional service requests require engagement with a licensed practitioner or named regulatory body.

Response timelines for content-related correspondence are not guaranteed within a fixed window, as editorial review involves verification against primary sources before any published content is revised.

Service area covered

International Human Resources Authority covers the landscape of international HR practice as it applies to US employers, US-based HR professionals, and multinational organizations with US headquarters or significant US workforce components. Geographic reference scope includes topics where US federal law intersects with foreign employment regimes — including the European Union's General Data Protection Regulation (GDPR), bilateral tax treaties administered through the IRS, and work authorization frameworks governed by USCIS and the Department of State.

The site's reference library spans functional areas including Work Visa and Immigration HR Considerations, International Termination and Severance Laws, Expatriate Management and Relocation Policies, Shadow Payroll and Hypothetical Tax Explained, and International Labor Relations and Works Councils, among others.

This site does not function as a directory of HR service providers, a staffing referral network, or a jurisdiction-specific legal compliance tool for non-US markets operating independently of a US employment nexus.

What to include in your message

Correspondence submitted without sufficient context cannot be actioned efficiently. The following structured breakdown identifies the information that supports a useful editorial review:

1. Page reference — the specific page title or URL slug where the issue or question originates (e.g., Global Performance Management Frameworks).
2. Nature of the inquiry — whether the message concerns a factual inaccuracy, a missing regulatory source, a broken link, a scope or framing concern, or a general content question.
3. Supporting source — if flagging an outdated citation or factual error, include the name and URL of the authoritative public source that supports the correction (e.g., a USCIS policy update, an IRS revenue procedure, or a DOL final rule published in the Federal Register).
4. Jurisdiction relevance — if the inquiry relates to a specific country's employment law as it intersects with US practice, identify the country and the applicable legal framework where known.
5. Professional context — optional, but useful: whether the correspondent is an HR practitioner, in-house counsel, academic researcher, or general reader, as this informs the depth of editorial response appropriate to the inquiry.

Messages that include a named source, a specific page reference, and a clearly stated nature of inquiry are processed with greater accuracy than general or undirected questions. Correspondence that is clearly a solicitation for professional services, vendor placement, or link insertion falls outside the scope of this contact channel and will not receive a substantive response.