Country A requires all employees to receive a default-opt-in pension.
Country B requires employers to register with tax authorities and deduct tax directly from the employee's salary.
Country C allows employees to buy childcare vouchers with their pre-tax salary.
Country D has a similar scheme, except for bicycles and it's a loan.
Country E considers private healthcare a taxable benefit-in-kind.
Country F has three different tax bands for employee stock options, depending on when they can be exercised.
Country G makes it mandatory to provide flexible working for new parents...
Of course in a lot of cases you can save on admin by being less tax-efficient, like by not participating in tax-efficient government incentive schemes.
It's only a problem if you actually want to hire them as employees. Otherwise paying workers should be as easy as just wiring money to their bank accounts. It's worker's problem to figure out the laws in their country: do they need to incorporate, how to pay taxes etc.
Dealing with taxes and with contracts in different jurisdictions. Sure, some people may be ok with working self-employed and handle all of that themselves, but not everyone will do.
The US has 300 some million people. India has a billion some.
If you can't find an employee in those two countries, it seems you have other problems? (or add 1 or 2 more if you want to spread it around).
Not that there are not great people in all countries. But opening your resume pool from say 1.5 billion people to 3 billion people is unlikely to have a huge benefit to hiring.
So tell me, how do you employ someone who is in Germany if you are based in the US? Germany wants its taxes so you can't just put them as a regular US employee and you don't have any presence in Germany so you can't hire them locally.
Even hiring within the US remote workers can cause issues with the "tax nexus" as a remote worker acts as a physical presence in that state, forcing the company to pay taxes as if they did business in that state.
Country B requires employers to register with tax authorities and deduct tax directly from the employee's salary.
Country C allows employees to buy childcare vouchers with their pre-tax salary.
Country D has a similar scheme, except for bicycles and it's a loan.
Country E considers private healthcare a taxable benefit-in-kind.
Country F has three different tax bands for employee stock options, depending on when they can be exercised.
Country G makes it mandatory to provide flexible working for new parents...
Of course in a lot of cases you can save on admin by being less tax-efficient, like by not participating in tax-efficient government incentive schemes.