Expanding your company globally is innovative and strategic, but it has many legal responsibilities. Employer of Record services can help mitigate these liabilities by serving as the legal employer for your remote employees.
These services are well-versed in employment laws worldwide and can ensure compliance for your global workforce without requiring you to open an entity in every region you want to hire.
Businesses that hire foreign workers may find that using an employer of record service provider is a more affordable option. These services assume liability for payroll compliance and tax laws, freeing companies from the burden of these tasks. They also ensure that employees are paid and registered appropriately. This way, the company can save on hiring in-house HR and legal personnel costs.
In addition, an EOR will know local employment laws and regulations, making them an ideal partner for global expansion. This will help your company avoid costly penalties and other legal risks. Payroll approvals, benefits management, and local registration and insurance are among the services provided by an employer of record. They will also be familiar with protocols for termination, which can differ from country to country.
This will reduce the need for a separate legal entity in different regions. It will also eliminate the need for in-house HR and legal departments, saving companies a lot of money. The cost of an Employer of Record will vary depending on the region, industry, and number of employees hired. Nonetheless, it is much cheaper than setting up your own company or hiring in-house. Companies with complex and unique employment needs might prefer to retain control and autonomy to align their policies with the company’s culture and objectives.
When hiring for a global team, you must ensure that your employees fully comply with local laws. This is a challenging task, especially for small businesses. This is where Employer of Record (EOR) solutions can help. EOR solutions are third-party companies that act as legal employers for a company’s workforce, taking over core compliance responsibilities. The EOR model is similar to that of a global professional employer organization but is more specialized and often offers additional services.
As a result, these solutions have become popular with organizations looking to expand globally. They help companies navigate complex international labor laws and maintain compliance with performance management standards. In addition, they can also help complete immigration paperwork and sponsor workers. Ensuring that workers are categorized as legitimate employees rather than independent contractors can also aid in lowering risk.
When choosing an EOR solution, look for one with a local presence and experienced staff. You should also check for client testimonials and a demonstrated track record of handling complex employment situations. The best global EOR solutions will provide:
- Local support.
- A dedicated team of HR and payroll professionals.
- Comprehensive compliance and tax services.
This will enable you to hire a global workforce quickly and easily. Using an EOR will also help you avoid the high costs of opening a new entity in a foreign country.
An EOR is a solution that lets companies hire employees in countries where they don’t have local company entities. It acts as a legal employer for those workers and takes on the responsibility of payroll processing, employee benefits, compliance, and legal issues on behalf of the hiring business. An EOR solution differs from an umbrella company, which provides compliant payment solutions for self-employed contractors and freelancers.
An EOR solution helps companies avoid misclassifying freelancers as employees, which could lead to financial penalties from employment tribunals or tax regulators. An EOR provider has experts in the countries where they operate and stays up-to-date with changes to local laws so they can handle all aspects of a contract employee’s employment, including termination.
Companies often need to recruit international talent for short-term projects, but having a physical presence in the country where they’re recruiting is not always feasible. An EOR allows them to tap into this talent pool without the cost and risk of opening a new location or setting up a legal entity. An EOR also makes it easy to onboard candidates quickly, with total compliance. It’s a great way to test a market before investing in a permanent presence there. If the results aren’t what was hoped for, the company can quickly pull out of the market with minimal legal and financial implications.
With a remote workforce becoming the norm, it is essential to have security measures in place. Employer of Record services that provide access to sensitive company data should be able to demonstrate adequate security measures, including strong passwords and encryption for remote access. They should also enforce a strict policy that requires employees to log off when they leave their desks and refrain from using personal devices on the corporate network.
If you want to hire workers in the US but need a local entity, an employer of record is a solution. An EOR acts as an employer in the US on paper, taking on all employer-related responsibilities and tasks while your business retains control of day-to-day operations. Wrapbook, for example, is an employer of record that handles payroll compliance and workers’ compensation insurance on behalf of companies while providing them with a complete digital HR department.
Look for an EOR with a proven track record and extensive experience in the countries in which it operates. Choosing an EOR with a flat fee rather than a percentage structure is also essential. A percentage-based structure can cause your business to reduce workers’ salaries to cover the cost of the third-party service provider. Also, avoid an EOR that does not offer a free trial for their services, as this may not be enough time to see if the service meets your needs.