Expanding to a new market is never a bad idea.

But it should always be done with caution.

New markets mean new rules and regulations.

For example, if you are used to serving clients in the USA, then serving clients in the UK will be a bit different.

Especially if you are going to hire local talent.

But there are steps you can take that ensure you stay protected!

Our client was running a mid-sized Software Development company in India.

They wanted to expand and have operations in the UK and European markets.

However, they were not familiar with the land when it came to legal requirements.

Specifically, privacy laws' implications on them and how they could safely deal with it, and also what staffing rules will apply to them.

Problems:

1) Local Presence

They wanted to get a local presence.

They wanted to engage local personnel for their needs.

Because the local talent knows what to look for and what to avoid.

2) Understand the Law

They had taken on foreign projects before and had a surface-level understanding of GDPR compliance.

But now, they wanted to understand the implications and steps they needed for effective compliance.

3) Overall Plan

They wanted to get an overall opinion on what legal problems they could face.

Solutions:

1) Advised on Staffing Rules

The first step was to provide guidance on employment laws in the UK, specifically the mandate of policies/written statements, data privacy notices, and the statutory requirements.

The second step was to further advise on different ways of engaging personnel and worker’s status and the corresponding rights and limitations.

We also guided them on what they need to ensure in the engagement/employment contracts and staffing contracts if they want to rely on a staffing agency.

2) GDPR Compliance

While not all software projects would concern personal data, many do - hence, we advised on how they can build GDPR-compliant software.

We also guided them on the points they need to ensure.

Basically determining if they are subject to GDPR, identifying personal data and processes, and minimizing personal data.

Further informed about obtaining informed consent and documentation of records.

3) Best Practices

The last step was to advise them on additional considerations such as securing intellectual property and suggested revisions to their current client contracts.

And also provided information on the “Cookie Law” and requirements under it - including opt-out options and reporting.

Overall, the project was a success.

They were able to hire the talent that matched their company's brand and values.

They were also able to ensure the Company was protected in the new market while targeting some new players.

Expanding to a new market is never a bad idea.

Unless you don't know what you are doing.

So having the help of someone who has worked in that market always helps reduce the overall headache with the process.

And also ensures you manage the overall resources!

I hope you enjoyed this week's case study!

If you ever need a custom solution like this, don't hesitate to reach out! :)

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Have a great rest of the Sunday!

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