Engage Anywhere’s Contractor and Freelancer Payment and Contract Management

Quick, easy and stress-free solution to managing your international contractors and freelancers. Payments in over 215  countries and 130 currencies

Engage Anywhere facilitates efficient and compliant Contractor Payments, offering a hassle-free solution for organizations working with independent contractors and freelancers. Our solution enables companies to accurately and timely pay contractors ensuring peace of mind for all parties.

Benefits of our Independent Contractor Services

Worldwide access to great talent

Find and Engage talent Anywhere without limitation. Find and contract with the best talent available. Use Engage Anywhere to manage the talent.

Engage candidates who want to contract and not be an employee

Access a growing workforce who prefer contract work instead of permanent employment. These include work in areas such as IT, marketing, engineering, sales, business development, service support, and consulting.

Onboard in days

Once you’ve sourced the contractor, the contract agreements and project start can happen within days.

Reduce cost of hire

Independent contractors are responsible for their own benefits and statutory taxes. The savings are 25% - 50% based on the country tax implications. Eliminate unnecessary overhead costs.

Quickly Redeploy talent to other projects

Use your current or past contractors for any projects anywhere in the world.

Hiring flexibility

Easily terminate the contract if you are the contractor are not happy with the engagement. Minimize lengthy and costly off boarding process.

Increase work productivity

Independent contractors are motivated to be highly productive so they can used or recommended for other projects. This is their primary income source and they want to show their worth.

Independent Contractor FAQ

An independent contractor is contracted for service whereas an employee has a contract of service. “Economic dependency” is a good indication as to whether a worker is an independent contractor or an employee. The more economically dependent a worker is on the employer, the more one can assume the worker is an employee.

Economic dependency is how much a worker relies on their employer to do business. If a worker is completely dependent economically on one client, that client is most likely an employer. A worker with several clients is most likely an independent contractor.

Some factors that can help determine whether a worker should be classified as a contractor or an employee:


  • Subject to the control and supervision of the employer regarding the work performed, including how the work is done and when it is done.
  • Engaged in tasks that are essential to the regular business operations of the employer.
  • Has an ongoing, long-term relationship with the employer.
  • Use tools and equipment provided by the employer.
    Integrated into the daily operations of the business.
  • Courts and labor authorities may consider the economic dependence of the worker on the employer. If the worker is economically dependent on the employer for their livelihood and sustenance, they are more likely to be classified as an employee.


  • Has more autonomy over how they perform their work.
  • Hired for specific projects or tasks that are not part of the core business functions.
  • Engaged for a specific project or a finite period.
  • Use their own tools, equipment, and materials needed to perform the work.
  • Contractors may work independently.

All rights and obligations of an employer would be outlined in the contract between the parties. Some rights and obligations are statutory and cannot be waived by agreement varying by jurisdiction. Employers do not have to manage social security contributions, taxes, or insurance for independent contractors as they would for employees. Independent contractors bear the responsiblity.

Employers have more statutory obligations to employees than to independent contractors. Statutory obligations to employees are centered around the employment relationship. Employees will have more protections than an independent contractor. Employers are required to pay social security contributions, remit taxes, and secure insurance depending on the type of economic activity in which they are involved.

A: No, because the law will treat them as an employee, even if they agreed to be an independent contractor. Virtually all jurisdictions will find an employee-employer relationship despite the existence of a contract-for-service agreement where the worker is treated like an employee.

Employers who hire independent contractors who are in-fact employees can face a variety of repercussions depending on the jurisdiction. Employers could be liable for social security contributions, vacation time, sick leave, overtime, taxes, etc. retroactively.

Contracts payment frequency are paid on milestone, fixed term or pay as you go. On milestone method, pay after key intervals during the project. On fixed term, pay, weekly, semi monthly, or monthly intervals. Pay as you go requires timesheet log and is hourly based paid monthly.

Yes. Engage Anywhere can deploy a timesheet software with client approval process. Manage and approve the project hours and predict your total cost on the projects.

Click for countries where contractor payments are available

Get in touch!

Contact us for a free consultation

By submitting this form, you acknowledge that you have read our Privacy policy