US HIRE Act on uncertain approval while BPO growth remains

The US HIRE Act, formally known as the Halting International Relocation of Employment Act, is attracting attention from human resources, operations, and finance leaders as it awaits action in the Senate. Introduced in October 2025, the legislation proposes a 25% excise tax on certain outsourcing payments made by U.S. taxpayers to foreign persons or entities for services that benefit United States consumers. It would also deny tax deductions for those payments and expand Treasury oversight.

Simon is the Co-Founder of Teamified, where he helps businesses scale by connecting them with high-performing global talent. His expertise lies in optimising remote team management, ensuring companies can hire, manage, and pay contractors seamlessly across 150+ countries.

With over two decades of experience in FinTech, SaaS, and outsourcing, Simon has co-founded multiple successful ventures, including Assembly Payments and Lazu. His deep understanding of technology, payments, and operational efficiency enables him to support businesses in building high-performing outsourced teams while driving cost efficiencies.

Since launching Teamified, Simon has been a trusted partner for companies looking to expand their onshore operations with a smarter, faster, and more strategic approach to outsourcing.

• The US HIRE Act 2025 proposes a 25% tax on certain outsourcing payments, but its progress in the Senate remains uncertain.
• The bill’s broad definition of offshore services could create compliance questions for U.S. businesses.
• Despite policy debate, global outsourcing and BPO growth continue to expand worldwide.

The proposal defines “outsourcing payments” broadly to cover fees, premiums, royalties, and service charges that U.S. companies pay to foreign entities for labour or services. The language could potentially capture a wide range of offshore activities, from call center operations to IT and back-office functions. However, the bill does not clearly define what constitutes a direct or indirect benefit to U.S. consumers, leaving open questions about interpretation and enforcement.

If enacted, the US HIRE Act 2025 could influence how companies approach offshore contracting, global outsourcing, and broader workforce strategies. A 25% tax on qualifying payments would likely prompt organisations to reassess cost structures, vendor agreements, and compliance processes. Some firms may explore near-shore alternatives or increase domestic hiring, while others could accelerate automation to offset potential cost pressures.

At the same time, broader market forces continue to point in the opposite direction. BPO growth remains steady, with the global market valued at more than $209 billion in 2025 and projected to expand at a healthy compound annual rate in the years ahead. Industry forecasts suggest the sector could surpass $600 billion by 2030, driven by demand for scalable operations, digital capability, and access to skilled talent.

The continued expansion of global outsourcing reflects structural shifts in how organisations build teams. Companies are balancing cost efficiency with resilience, technical expertise, and the ability to scale quickly. Automation, AI, and cloud-based delivery models are reshaping work distribution, helping teams collaborate across borders more smoothly.

For now, the HIRE Act remains in committee, and its path forward is uncertain. Attempts to advance it have stalled, and it has yet to attract bipartisan backing. Policy analysts point out that lawmakers introduce many tax bills each year, but most never become law, especially those lacking bipartisan support. For businesses monitoring hiring risk, the current status suggests caution but not immediate structural change.

For leaders in operations, human resources, and finance, the situation is clear. While U.S. lawmakers debate the HIRE Act, the outsourcing market continues to grow. There are regulatory risks to consider, but there is also pressure to stay flexible and digitally skilled.

Whether or not the US HIRE Act advances, the conversation it has sparked highlights a broader tension between domestic labour policy and the realities of a globally connected workforce. For decision-makers, the focus now is less on speculation and more on preparedness - understanding potential exposure, strengthening compliance frameworks, and building workforce strategies that can adapt to policy shifts without losing momentum.

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