Simplify global hiring and navigate international employment with confidence. Our team of international HR experts ensures compliance, while our intuitive platform and our responsive support make global hiring effortless.
Let’s be honest: International labour law is complex. It’s hard enough to stay updated with all the local regulations in your home country. Can you imagine managing this across borders? Compliance risks lie in tax laws, misclassification of employees or permanent establishment, just to name a few. That’s why you need a partner who can navigate you confidently through all the local regulations and save you from stepping into potential pitfalls.
WorkMotion's expertise ensures compliance and minimises risks. With our global network and top-notch software, we're your trusted partner for seamless global hiring.
Yentl Spiteri, Founder & Creative at Von Peach
“Everything about my relocation process went smoothly, the support I received was always friendly, helpful and timely.”
Lucas Cupido,
Senior Data Engineer, Spain
“The ease of use of the platform and especially the support team, who are always nice and helpful. Everything is nice and easy.”
Jon Ramos,
Application Engineer, Spain
“WorkMotion's customer service team has been exceptional. They are responsive, knowledgeable, and always willing to assist with any inquiries or issues that arise.”
Angela Ivanovic,
Sales Representative, Croatia
“Whether you're a seasoned HR professional or new to the field, you'll appreciate how easy it is to accomplish tasks within WorkMotion.”
Gombos Lorand,
Developer, Romania
“WorkMotion made my remote onboarding experience so simple! I had just moved to a new country & they helped me navigate my new working and legal environment with ease.”
Harriet Keown,
Content Creator, France
“WorkMotion makes compliance in other countries easy. The customer support is always happy to help if required.”
Devid Baumgärtner,
Global Mobility Partner, Germany
“Super responsive and helpful support team. A 5 star experience so far. Businesses should make a case of how to do customer support based on how they do it, no joke.”
Pierre Le Buhan,
Business Development, Spain
Tired of waiting several days or even longer until you get a first contract draft? With our best-in-class software solution, you can create and approve a compliant employment contract (e.g. in Spain) in just 10 minutes. Onboard your talent quicker than with any other EOR provider.
Manage payroll accurately across different countries and currencies, ensuring compliance and on-time payments. Effortlessly delve into the specifics, including base salary, allowances, EOR fees, and more. Our payroll accuracy is above 99% and you can be sure your employees are paid correctly and in time.
Never wonder how much hiring an employee in Europe will cost you. With our recommendation tools, you can determine salary levels for different job roles in specific countries, or calculate how net salaries will differ depending on location. You’ll also receive recommendations on where to hire your employees.
Get access to a team of European in-house experts to support you throughout your journey. We get a 4 or 5 star rating for more than 9 out of 10 of all our onboardings (>90% CSAT score). Our dedicated Customer Success and Talent Education Managers support you and your employees throughout the entire talent lifecycle.
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*Subject to the results of financial verification.
*Subject to the results of financial verification.
Did you know Spain is one of the largest IT hubs in the world? Hire local specialists in countries you want to expand.
Maximise your hiring budget and save on costs by hiring strategically in key regions and pay in local salaries.
Expand your company’s “opening times” by hiring across different time zones. Reduce response times and enhance customer service.
Opening your own entity can alone cost you over $60,000 + recurring fees. With EOR you can reap the benefits of a global dream team while staying lean on costs.
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.
More than 1000 companies have unlocked the power of global talent with WorkMotion. Are you going to be next?
