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 then holds the statutory employer duties in that country. Your contract is with the EOR rather than with the employee, so you direct the work without holding the employment. The employee answers to you operationally while their paperwork sits with the EOR.

A straightforward hire with no visa requirement is live in two to four weeks. Markets requiring a visa or work permit run four to six weeks for a clean case, longer where document gathering or certification slows things down. The variable is the candidate's documents, passport validity, attestations and medicals, rather than anything on the EOR side. Aspirock gives a timeline for the specific country and role before you commit.

EOR pricing is a flat fee per employee per month. There are 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 in-country teams who handle each country's labour law, payroll rules and statutory reporting on the ground. They monitor legislative change across every active market and update employment contracts and payroll processes as rules shift. Clients are notified when something material changes for one of their employees. Compliance is Aspirock's work, not the client's.

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 and end-of-service entitlements, plus visa cancellation and statutory deregistration in markets that require them. Notice periods, gratuity calculations and visa grace periods are each set by the country, so the figures differ while the process does not. Aspirock confirms what is needed from the client's side, then 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. Whether continuity of service carries across is set by the country's employment law rather than by either party. Aspirock supports the handover and coordinates with whoever sets up the new entity, so the employees see no disruption.

The employment contract sits with the EOR, while commercial confidentiality, IP assignment and non-compete provisions are written to protect the client company. Aspirock mirrors the client's standard IP and confidentiality terms into the local employment agreement. Enforceability is set by local law. The non-compete clause is the one most often limited. The EOR is the legal employer, not the owner of anything the employee creates.