We empower companies to manage and pay employees internationally – without legal headache and local entities. Scale your team anywhere, instantly.
Trusted by 1000+ global companies like
You’re scaling fast, but every new hire means juggling contracts, tax laws, and benefit questions. WorkMotion lifts the legal load so you can focus on growing teams, not chasing down local lawyers.
Expanding into new markets should be about strategy and speed, not legal bottlenecks. 
Hire in 160+ countries without opening entities or risking compliance.
Don’t compromise on talent. Bring the best people into your team and leave the hassle of local admin and compliance behind.
Hire in 160+ countries through our Employer of Record (EOR) solution. Our subsidiary network makes this process fast and 100% compliant.
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Employ talent directly while staying compliant with real-time law monitoring and country-specific risk alerts.
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Easily onboard and pay global contractors with automated invoicing, tax support, and local compliance safeguards.
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WorkMotion is the only global EOR with Gold Certification for full compliance, from payroll accuracy to data protection.
The hiring of personnel on a global scale should not result in a slowing down of progress due to bureaucracy. Our legal and compliance experts keep track of local labour laws, contracts and tax regulations, freeing you up to focus on other things. We ensure that every hire is fully compliant without complicating your process.
We don’t rely on third parties. WorkMotion owns legal entities around the world, enabling faster onboarding, fewer dependencies and consistent quality wherever you hire. You retain control while your designated partner manages your global workforce.
There are no hidden fees or fine print. You only pay one clear monthly rate per employee, which covers everything from contracts to payroll and statutory contributions. This makes it easier to plan and scale, as you always know what you’re paying.
From the initial onboarding process to the final offboarding stage, our platform is designed to be both fast and precise. Automated workflows and real-time tracking ensure that your operations run smoothly, freeing up your teams to focus on people rather than paperwork.
Jonas Topp
Head of HR, BetterDoc
Yentl Spiteri
Founder & Creative, Von Peach
Jule Reich
Head of People, HeyFlow
Trustpilot
4.8 out of 5
Capterra
4.9 out of 5
The legal and compliance requirements for hiring employees abroad vary by country and can include obtaining work visas, registering with local authorities, and complying with local labor laws and regulations. An EOR should have expertise in the local laws and regulations and handle all legal and compliance requirements on behalf of the hiring company.
The EOR is responsible for managing payroll, taxes, and benefits for remote employees, ensuring that all payments and deductions are made in compliance with local laws and regulations. The EOR will typically manage payroll on a local bank account, deducting and paying the appropriate taxes and benefits.
The EOR such as WorkMotion will provide a range of support services for both employees abroad and the hiring company. This can include onboarding and orientation, HR support, and legal advice. The EOR should also provide regular updates on the employment status of remote employees and any changes to local laws and regulations.
The cost of using an EOR varies and depends on factors such as the target country, the type of employee, and the services required. An EOR typically charges a fee for their services, which can be a percentage of the employee’s salary or a flat fee per employee. It is important to fully understand the cost and pricing structure before engaging with an EOR.
Once a candidate is selected, the EOR will handle all legal and compliance requirements and manage the employment contract. Lead time for hiring foreign employees can vary depending on the country and the type of employee, but an EOR should provide an estimated lead time as part of their services.
If the employee needs to leave the target country, the EOR should handle the termination of the employment contract in compliance with local laws and regulations. The EOR should also provide any necessary support and guidance to the employee during the transition.
The hiring company is responsible for the performance management of the remote employee, including setting expectations, providing feedback, and conducting performance evaluations. The EOR should provide support and guidance to the hiring company in these processes, ensuring that they are in compliance with local laws and regulations.
In the event of a dispute between the employee and the hiring company, the EOR should provide support and guidance in resolving the issue, ensuring that all parties are acting in compliance with local laws and regulations. The EOR should also be prepared to mediate the dispute if necessary. If the dispute cannot be resolved, the EOR should advise the parties on their rights and obligations under local law.
