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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.