Human Resources
Precision, compliance and complete confidentiality – translations you can rely on
Translations for Human Resources teams demand exceptional accuracy. This is a field governed by strict terminology and closely tied to local employment laws and administrative frameworks.
A translator must not only convey the meaning of a document faithfully, but also understand its legal and organisational function. It is essential that employment contracts, payroll appendices, compensation policies and benefits procedures are clear, consistent and legally compliant – both in the source and target jurisdictions.
Why HR translation requires a specialist approach
In HR and payroll documentation, there is no room for vague wording or loose interpretation. Every clause – whether relating to salary, duties, confidentiality, or working conditions – must be translated with absolute fidelity and clarity, and be intelligible within a different legal system.
Cultural and structural differences are also key – an employment contract in Poland is structured differently from one in Germany or the UK. The choice of language is not only a matter of grammar but also of aligning with local legal and business expectations.
What we translate
We offer comprehensive translation services for HR-related documentation, including:
Our guarantees
- Fidelity to the original text – while adapting to local legal realities
- Appropriate tone and document structure
- Compliance with formal and industry-specific standards
- Full confidentiality and data security
- Punctual delivery and flexible project handling
We support businesses in creating consistent, legally sound and professionally translated HR documentation in every language they need. Our work helps prevent formal errors, strengthens internal communication, and supports recruitment, compliance and employee development across multiple markets.
Machine vs. professional translation – the real risks
Machine translation can be useful for:
- gaining a preliminary understanding of content
- handling basic, repetitive phrasing
- speeding up early drafts
But it is not suitable for:
- legally binding contracts
- compensation and benefits policies
- audit or compliance documentation
- sensitive or personal data content
Key risks of relying on machine translation:
- terminology errors
- legal non-compliance
- cultural and structural misalignment
- breaches of confidentiality (especially via free online tools)
What should and shouldn’t be machine-translated?
| Document Type | Machine Translation (e.g. DeepL, ChatGPT) | Professional Human Translation |
| General HR emails (e.g. training invite) | ✓ Yes, with human review | 🔵 Recommended for official tone |
| Standard internal notices (e.g. new contact number) | ✓ Yes, after verification | 🔵 Recommended for style consistency |
| Simple onboarding instructions | ✓ Possible with plain language | 🔵 Advised for corporate materials |
| Employment contracts, executive agreements | ❌ Never machine-only | ✓ Must be professionally translated |
| Workplace and salary regulations | ❌ Never machine-only | ✓ Must be professionally translated |
| Compensation and bonus policies | ❌ Risk of misinterpretation | ✓ Requires legal expertise |
| HR documents for audits/compliance | ❌ Unacceptable if automated | ✓ Professional translation required |
| Certificates, references, employment records | 🔵 Possible first draft, but review needed | ✓ Recommended for formality |
| HR training materials | ✓ May serve as a draft | 🔵 Professional review recommended |
| HR presentations for management | 🔵 Initial draft possible | ✓ Professional localisation needed |
HR translations that support your business
Contact us today – the Omero team is ready to help with your HR documentation.