Additional Global Services

An EOR is a third-party organisation that legally employs workers on behalf of another company in a foreign country. It handles payroll, taxes, benefits, contracts, and compliance with local labour laws, while your company manages the employees' day-to-day work.

A staffing agency recruits and places temporary workers, whereas an EOR becomes the legal employer of your selected candidates on a long-term basis. An EOR focuses on compliance, payroll, and HR administration rather than recruitment.

Yes — even for a single international hire, using an EOR is often more cost-effective than setting up a local entity. It eliminates the need for incorporation, tax registrations, and ongoing compliance work.

Onboarding through an EOR typically takes 2 to 14 days, depending on the country and the employee's documentation. Setting up your own entity can take several months.

Most established EOR providers offer coverage in 100–180+ countries across North America, Europe, Asia-Pacific, Latin America, the Middle East, and Africa.

EOR pricing typically ranges from a flat monthly fee per employee ($200–$700) or a percentage of gross salary (8%–15%). Costs vary by country and provider.

The EOR is the legal employer and assumes responsibility for employment compliance, payroll taxes, and adherence to labour laws. Your company retains operational control over the employee's work.

Yes, but termination must comply with local labour laws, notice periods, and severance requirements. The EOR will guide you through a legally compliant process.

EOR employees receive all statutory benefits required by local law — including health insurance, pension contributions, paid leave, and social security. Supplementary benefits can be added.

No. A PEO co-employs workers alongside a company that already has a legal entity. An EOR is the sole legal employer and is used when you don't have a local entity in that country.

Misclassification can lead to back taxes, fines, severance claims, and lawsuits. Authorities can reclassify contractors as employees retroactively.

The EOR calculates gross salary, deducts income tax and social contributions, pays the net salary to the employee, and remits all taxes to local authorities on time.

Yes, many EORs support equity compensation, though tax treatment varies by country. Coordinate with both the EOR and your legal or tax advisors.

Reputable EORs include IP assignment clauses in employment contracts, ensuring all work produced by the employee is legally assigned to your company.

Many EORs offer immigration and visa sponsorship services, helping international employees relocate or obtain the legal right to work.

Established EORs comply with major data protection regulations like GDPR and implement strong security measures. Review security certifications before engagement.

Yes. Once you establish a local entity, most EORs support a smooth transition of employees to your company, preserving tenure and benefits.

Technology, SaaS, fintech, e-commerce, consulting, and digital services industries rely heavily on EOR to build distributed international teams.

Employees sign an employment contract with the EOR as the legal employer. Your company signs a service agreement with the EOR outlining commercial terms.

Country coverage, pricing transparency, compliance expertise, data security, customer support, contract flexibility, and track record with similar businesses.

Yes. Global EOR providers let you manage employees across many countries through a single platform, consolidating payroll, benefits, and compliance.

Most EOR agreements are month-to-month or short-term, giving you flexibility to scale your workforce up or down.

The EOR processes expense reimbursements alongside payroll, following your company policy and local tax rules.

The EOR handles labour disputes as the legal employer, working with you to resolve issues while ensuring compliance with local laws.

EOR is legal in most countries, but some jurisdictions have restrictions. A reputable provider will confirm legal viability before onboarding.

Yes. Converting a long-term freelancer to a full-time employee through an EOR is a common strategy to reduce misclassification risk.

The EOR manages document collection, contract signing, background checks, benefits enrollment, and the first payroll cycle.

Global payroll only processes salary payments for employees you already employ. An EOR is the legal employer itself, covering payroll, contracts, and compliance.

Yes — EOR is especially valuable for startups and SMBs since it eliminates the high cost of entity setup, enabling them to compete for global talent.

Standard EOR employment contracts include confidentiality and non-disclosure clauses. Custom NDAs and non-compete provisions can be added.

Employees are employed in a specific country where the EOR operates legally. If they relocate, you may need to transfer them to an EOR in the new country.

Typical requirements include ID or passport, proof of address, tax identification, bank details, and work authorisation documents.

The EOR manages resignation paperwork, final settlements, statutory severance, tax clearances, and all legal exit requirements.

Reputable EORs maintain transparent pricing, but review contracts for onboarding fees, FX margins, benefit costs, and termination charges.

Define your hiring country and role, research providers based on coverage and cost, request proposals, review contracts, and onboard your first international employee.

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Your brand will be visible to international businesses, startups, HR leaders, and decision-makers actively exploring global hiring and expansion solutions.

Yes, we offer multi-country and global campaigns, allowing you to target specific regions or showcase your worldwide coverage.

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