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Why choose an Employer of Record (EOR) to hire abroad?
EOR services can actually be more affordable than hiring employees directly, as they provide cost savings on benefits, payroll taxes, and HR administration. Plus, you can reduce your risk of fines and penalties from noncompliance with local labor laws.
Open local entity
- Legal hassles
- Expensive
- Time consuming
Employer of Record (EOR)
- Fast employment
- Legally compliant
- Cost saving
Freelancer contract
- Prone to risks
- Compliance issues
- Lack of commitment
With an EOR, you can save time and money, comply with payroll and social contributions and deliver a competitive benefits package.
What is an Employer of Record (EOR)?
An Employer of Record is a third-party organisation that takes on a significant amount of the work involved when you want to hire abroad. An EOR does not recruit, but gets involved in the process once the company has selected a candidate.
By providing all the necessary information, an EOR makes sure that the customer acts compliantly throughout and moves within the safety of the framework that is provided.
Benefits of choosing WorkMotion as an EOR
Hire across the globe through our Employer of Record (EOR) solution. Our subsidiaries and network partners make this process fast and 100% compliant.
Access all ongoing onboarding activities on one easy-to-view dashboard and pay employees on time and in their local currency.
160+
countries
Hire highly skilled talent from over 160 countries around the world
100+
Currencies
Pay your international team on time and in their local currency
200+
Legal experts
Get support and advice from a terrific team of local legal experts
01
Platform
Manage, pay and track your employees on a single platform
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Our processes are quick, easy and extremely detailed. So you never have to worry about compliance, legal and tax-related issues when onboarding talent abroad.
"The people we hired are a testament to the fact that, with WorkMotion, we can hire the right talent, regardless of their location. Besides, using WorkMotion as our extended HR department and profiting for their quick processes is a win for us."
Yanis Mellata CEO & Co-founder at Kosy Office
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Frequently asked questions
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 labour 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.