Without an EOR, hiring in foreign markets can lead to delays, legal risks, and penalties. EORs streamline the process, ensuring compliance with local regulations.
Yes, it is often possible to transition from using an EOR to establishing your own legal entity as your business grows and matures. An EOR can help facilitate this transition.
Yes, EORs often provide supplemental employee benefits such as health insurance, retirement plans, and other perks, depending on the local market and client’s preferences.
An EOR manages payroll by calculating and disbursing employee salaries, withholding taxes, and handling tax reporting. They ensure compliance with local tax laws to avoid penalties.
EORs typically charge a fee for their services, which can be based on factors like the number of employees, location, and the scope of services provided. Fees can be monthly or on a per-employee basis.
Yes, you can. With an EOR, you retain control over your employees’ daily tasks and responsibilities, while the EOR handles the administrative and legal aspects of employment.
It depends on your specific expansion goals and the complexity of the new location’s employment laws and regulations. If you want to minimize legal and compliance risks, using an EOR can be a wise choice.
No, an EOR is not the same as a staffing agency. A staffing agency focuses on recruitment and placement, while an EOR is responsible for the legal and administrative aspects of employment.
Yes, there is a difference. 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, while EORs specialize in global employment compliance.
An EOR hires employees on behalf of the client company and manages various HR functions. The client retains control over the day-to-day tasks of the employees, while the EOR takes care of payroll, benefits, compliance, and other administrative responsibilities.