EXPAND YOUR WORKFORCE WITH EASE

Through our partner network, we can refer you to a number of talent and recruiting partners that meet your needs to support your talent expansion.

Employee misclassification is a considerable risk in this situation. If the employer manages an employee’s day-to-day responsibilities, or if the employee reports only to that employer, the employee is not a true consultant. 

Misclassification can result in severe fines and penalties. If you are unsure of the status of an employee, partnering with an EOR ensures compliant hiring.

Yes, we withhold individual taxes monthly and follow all local tax laws in their region.

Our monthly invoices include “employer burden,” which are mandatory taxes and payments that local governments require employers to pay into social security and other public programs. 

Our team of local experts maintains up-to-date information on the in-country payment schemes, calculates the amounts due based on the supported employees’ salaries, and provides a detailed breakdown in your invoice.

No, there are no fees for termination. However, we do require 30 days’ notice to offboard any supported employee. Please remember that the statutory notice period for a supported employee in a given country may be longer than 30 days by law. Some countries have unique mandatory severance periods and payouts, which our team will help you navigate. 

If you must offboard a worker, we ensure compliance with local severance requirements and termination regulations. Whether voluntary or involuntary, we assist our customers through country-specific nuances to ensure a smooth separation.

Knowing if your global workforce is compliant can be overwhelming. From equal opportunity laws to taxes to entitlements and financial reporting, there are countless regulations to keep track of in each country where your teams work.

One way to easily ensure workforce compliance is to partner with an employer of record (EOR). The EOR becomes the legal employer of a company’s supported employees and ensures hiring and payroll compliance with local labor laws in each country.

You can hire internationally without setting up an entity by partnering with an employer of record (EOR). The EOR hires and pays international employees on your behalf while you maintain control over day-to-day management tasks.

Instead of spending months on the logistics and compliance burdens required to set up a new legal entity for your business, an employer of record solution enables fully compliant expansion within days.

Setting up a legal entity can require a substantial financial investment, with added costs associated with legal fees, government registration, financial institution fees, and unexpected compliance costs. Leveraging an EOR enables your organization to avoid these costs, without sacrificing the commitment to country-specific compliance.