Hire Globally Without The Complexity.

An employer of record is a third party that legally employs staff in a country on behalf of another company. The EOR takes on the contract, the payroll, the tax, the benefits, and the local compliance work. The hiring company keeps full day-to-day control of what the employee does. It's the standard route for hiring abroad without setting up a local company.

A PEO (professional employer organisation) is a co-employment model that operates almost entirely in the US and requires the client to already have a registered entity. An EOR is the sole legal employer, which lets a company hire in a country where it has no presence at all. In short, a PEO supports an entity you already have. An EOR removes the need for one.

The EOR's local legal entity is the formal employer on the contract, the visa, and the tax filings. That entity signs the employment agreement, runs the payroll, and carries the local employment obligations. Your company holds the commercial relationship with the EOR and directs the employee's work. The employee answers to you operationally; their paperwork sits with the EOR.

For most countries, a straightforward hire is live in two to four weeks. Markets with visa or work permit requirements typically take four to six weeks for a clean case, and longer where document gathering or certification slows things down. The biggest variable is usually the candidate's documents (passport validity, attestations, medicals) rather than the EOR side. We'll give you a realistic timeline for the specific country and role before you commit.

EOR pricing is a flat fee per employee per month. There are usually no setup fees. Statutory costs such as visas, medical examinations, and document attestations are passed through at cost without markup. The monthly fee covers contract management, payroll, tax filings, statutory benefits, and ongoing compliance work. Exact pricing depends on the country and the role and is provided after a short discovery call.

Compliance sits with our in-country teams, who handle each country's labour law, payroll rules, and statutory reporting on the ground. We monitor legislative changes in our active markets and update employment contracts and payroll processes as rules shift (UAE labour law amendments and Saudi Labour Law updates being two recent examples). Clients get notified when something material changes for one of their employees. The goal is that compliance is our work, not yours.

Make sure the provider has clear processes for the country you're hiring in, not just a generic global presence. Ask about realistic deployment timelines for your specific country and role, not headline averages from their marketing. Ask how they monitor changes in local employment law and how quickly contracts get updated when rules shift. Find out what their escalation path looks like when something goes wrong, and who you'd actually deal with day to day. The right provider should be confident answering all of these without hedging.

When an employee resigns or is terminated, the EOR handles notice periods, final pay, end-of-service entitlements, visa cancellation where applicable, and any statutory deregistration. Specifics vary by country (notice periods, gratuity calculations, and visa grace periods all differ), but the process runs through the EOR rather than landing on you. You get told what's needed from your side and the EOR handles the rest.

Yes, and it's a common pattern. Companies often use EOR to enter a market quickly, then transition to their own entity once headcount or commercial reasons justify it. The employees move from the EOR's payroll to the new entity's payroll, with continuity of service preserved where local law allows it. We support the handover and coordinate with whoever sets up the new entity, so the employees don't experience a disruption.

The employment contract sits with the EOR but commercial confidentiality, IP assignment, and non-compete provisions are written to protect the client company. We mirror the client's standard IP and confidentiality terms into the local employment agreement, adapted to whatever the country's law actually enforces (some jurisdictions limit non-competes, for example). Your data, your IP, and your trade secrets stay with you. The EOR is the legal employer, not the owner of anything the employee creates.