Acquire talent everywhere with Engage Anywhere

Use Engage Anywhere's Employer of Record To Expand Your Global Hiring

No need to establish a local legal entity. Hire and pay in over 130 countries and currencies. Immediate onboarding and dedicated support for your team with Global Employer of Record Services.

For over 12 years, we’ve successfully supported our clients engage the best talent, anywhere, anytime. Find out what our global EOR services can do for you.

Benefits of our Employer of Record Services

Discovery

Global Expansion At Its Best

Extend your geographic reach without establishing legal entities, enabling international expansion without hesitation or delay.

Design Strategy

Legal Compliance

We understand the complex local employment laws and regulations so you don't have to. Avoid costly penalties and legal risks of noncompliance.

Time and Cost Savings

Time and Cost Savings

Streamline operations by outsourcing payroll, HR, and administrative tasks to Engage Anywhere. We save you the cost of expensive legal resources. We save you the time from administration.

Market Entry Made Easy

Market Entry Made Easy

You hire, we employ. Expedite market entry with our expert dedicated onboarding team. Complaint employment contracts meeting local requirements.

Sourcing

Risk Mitigation

Employer liabilities shift to us. Mitigate compliance errors, worker misclassification risks, and employment claims.

Flexibility and Scalability

Flexibility and Scalability

Hire one in one country or hire more in many countries. Seamlessly scale operations up or down without complex entity setup and understanding local off boarding regulations. Available in 130+ countries and currencies.

Short List or Active Engagement

Focus on Core Growth and Competencies

Concentrate on core business functions, strategic initiatives, and revenue generation while our International EOR HR and payroll teams manage day-to-day employment tasks. We adapt to your evolving business needs.

Employer of Record FAQ

An EOR service provider handles HR and employment-related tasks like payroll, tax compliance, benefits administration, and legal compliance for employees working in foreign countries or different regions. It enables companies to legally hire and pay employees in other countries without setting up their local entities.

Companies use global EOR services to expand their operations into new regions or countries without establishing legal entities. EORs assume all the burden of a local legal employer allowing companies to focus on their core business activities.

An EOR hires employees on behalf of the client company and manages various HR functions. The client retains control over the employees’ day-to-day tasks, while the international EOR manages the entire lifecycle of the employee from onboarding to offboarding.

Benefits of using an EOR:

  • Rapid market entry
  • Reduced administrative burden
  • Compliance assurance
  • Access to global expertise
  • Cost savings compared to entity setup
  • Speed of onboarding and off boarding

Engage Anywhere has been offering employer-of-record solutions for over 12 hires in over 130 countries and currencies. Our consultative approach and our dedicated client and employee support contacts ensures ease of mind. Our software is built with client and employee users in mind. With the right blend of expertise, human touch and self service software, Engage Anywhere can be the best global employer of record and your partner for growth.

  • Need for speed to support fast growth: Your team has found a great candidate for a critical position and wants to extend a job offer and hire them quickly. An EOR can hire whom you wish to, when, and where you want within weeks.
  • Challenges of entity creation: Creating entities, such as businesses or subsidiaries, in foreign countries can be complex and challenging. Some of the critical challenges associated with expanding into foreign markets include the complexity of registration processes and the need for required documents, Legal, Tax, Labor, and Regulatory Compliance, Financial investment for registration and operational costs, variability of timeline for each jurisdiction to complete registration, payroll, and bank account implementation, HR and Payroll support, local currency payments, and the investment of your time on the project. Companies can lose out on a great talented candidates while dealing with entity creations.
  • Temporary or bridge solution: If company registration is taking longer than expected, you could risk losing your candidate or facing a payroll implementation timeline of 3-6 months. An Employer of Record is the ideal bridge solution to hire those employees immediately and then transition to your local payroll once registration is complete.

There are some differences. An EOR primarily focuses on international or multi-state employment, while a PEO typically serves domestic clients within the same country or region. PEOs often provide a broader range of HR services and share employment responsibilities and risks with clients. EORs specialize in global employment compliance.

No, an EOR is not a staffing agency. A staffing agency focuses on recruitment and placement, while an EOR is responsible for employment’s legal and administrative aspects during and after the hiring process is completed.

It depends on your specific expansion goals and the complexity of the new location’s employment laws and regulations. EOR is a great alternative for companies looking to hire anywhere quicky, without border limitations, and without the challenges of understanding international labor laws and compliance.

Yes! With an EOR service, you retain control over your employees’ daily tasks and responsibilities, while the EOR handles employment HR and payroll duties.

EORs typically charge a fee for their services based on the number of employees, salaries, location, and scope of services. Engage Anywhere offers a flat per employee, per month fee regardless of salary amount or location.

An EOR calculates, withholds and pays and reports all of the employer and employee payroll and statutory tax liabilities. EORs manages the disbursement of employee salaries in local currency, payments of statutory taxes.

Yes. Many countries have statutory benefits funded by employer and employee tax contributions. Global EORs can provide Employer or employee paid supplemental employee benefits such as health insurance, depending on the local market regulations.

Yes, transitioning from using an EOR to launching your legal entity as your business grows and matures is often possible. An EOR can help facilitate this transition. Engage Anywhere’s partner network can assist in entity creation, opening of bank accounts, creating complaint employment agreement and a local payroll company. Our streamlined approach ensures a smooth transition for all parties.

How to Get started

Ready to hire?  It’s as easy as 1…2…3…

1. Do you have a candidate ready to hire?

Before you make a written offer to a candidate, make sure to engage with our consultants. The Engage Anywhere team will meet with you, understand the details of your hiring needs, and explain the most efficient and compliant method of presenting an offer in that country.

2. Ready for onboarding?

Your dedicated onboarding specialist will activate your account and ask for employee details, including job description, compensation specifics and hire date. Engage Anywhere will then contact the employee to start their onboarding process and sign the employee agreement.

3. Sit back and let us do the work

The employee can now start contributing to your team. We will manage all the backend employer related activities so you and the employee can focus on contributing to your business! Congratulations on a successful hire!

Multiracial team have online meeting, virtual conference

Ensuring a Smooth Employee Transition: Seamlessly Switching Between EOR and Payroll Vendors

Switching from one Employer of Record (EOR) vendor to another or your local payroll can be smooth if all stakeholders – the client, EOR, payroll vendor, and employee – are aligned in understanding and managing potential impacts. The primary consideration during this transition is ensuring minimal employee disruption. Here are critical steps to an easy transition experience:

Ensuring a Smooth Employee Transition: Seamlessly Switching Between EOR and Payroll Vendors

EOR to EOR transition

Streamlining Off-boarding and Resignation from previous Employer of Record vendor

Review Contractual Obligations

Thoroughly assess the existing Master Service Agreement (MSA), Statement of Work, or contract for termination clauses and specifics.

Supplemental Benefits Coverage and Deductibles

Examine potential differences in coverage and deductibles that may arise with the new EOR partner. Transparency in this aspect is crucial.

Legal Compliance

Understand and adhere to legal requirements pertinent to the employee's country of employment. Comply with notice periods stipulated in the employment contract and factor in any additional legal obligations. If there are laws on ‘transfer of undertaking and protection of employment’ or similar regulations, comply with the requirements.

Unused Vacation Days

In certain jurisdictions, new statutory vacation days may necessitate compensation. Understand how the current EOR vendor will address these payments as part of the final payout.

Benefit and Pension Considerations

Determine the effective termination date for supplemental benefits or pension plans and communicate these changes.

Resolution of Open Matters

Address any outstanding payments or unresolved issues that may persist post-resignation.

Formal Resignation Process

The employee submits a resignation letter to the EOR. The EOR vendor reviews and ensures compliance. After client approval, the employee is notified of the acceptance, and the off-boarding process begins.

Seamless Onboarding with the New Employer of Record

Strategize Start Date

Set the employee's start date with the new EOR partner to follow the resignation date.

Onboarding Process

Initiate the employee's onboarding procedure, which entails providing essential documents such as work permits, passports, driver's licenses, and other relevant items.

Transfer of Employment Terms

Share details of the original employment agreement with the new EOR, ensuring that compensation, tenure, and benefit coverage are seamlessly incorporated.

New Employment Contract

The new EOR drafts a comprehensive employment contract for the employee, which includes required signatures.

Supplemental Benefits

Facilitate the employee's enrollment in the additional benefits plan offered by the new EOR partner.

Employer of Record to Payroll Transition

Streamlined Off-boarding for Local Payroll Integration

Once you’ve completed all the necessary registrations to initiate your local payroll operations, engaging with your local payroll service provider is time to kickstart the implementation process. Please note that the duration of this process and the potential go-live date may vary depending on your chosen payroll company.

Establish a Start Date Strategy

Collaborate with your payroll service provider to agree on a go-live or start date. Document any potential risks or changes that may affect the start date. Your payroll company will furnish you with a list of requirements from both the client's and employees' perspectives to complete the implementation successfully.

Vendor Termination Notice

The termination notification process may vary based on your Employer of Record (EOR) vendor. Most vendors typically require a 30 to 60 days notice for termination as per your agreement.

Employee Notification

Inform your employees about the transition plan and any potential impacts it may have on them.

Formal Resignation Process

The employee should submit a formal resignation letter to the Employer of Record. Your EOR vendor will review this resignation to ensure compliance. Once the client approves, the employee will be notified of the acceptance, marking the commencement of the off-boarding process.

Employment Agreements

Prepare and finalize any relevant employment agreements. Implement a process to obtain employee signatures before the payroll start date.

Effective Communication

Effective communication is vital throughout this process. If your vendors have previously collaborated on similar projects, consider requesting them to share best practices and promptly communicate any identified risks.

Finalizing the Transition

Post-Onboarding Validation

After successfully onboarding the employee with the new EOR partner, validate the resignation process with the former EOR vendor.

Issue Communication

Promptly communicate any issues or challenges encountered to the new EOR partner and the employee, fostering a proactive approach to resolution.

By understanding all aspects of transition options and processes, Engage Anywhere will seamlessly onboard or offboard an employee and client. Choose Engage Anywhere as your trusted partner for EOR support.

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