In situations when the home entity does not have a local presence in the host country, an EOR assumes all employment-related responsibilities in the host jurisdiction as the legal employer.
Employer Of Records Services
Hire employees anywhere around the world through employer of records services, without having to set up your own local entity
Super Fast Expansion, Quite Literally
On an average it can take upto six months to set up a local entity of your own. With employer of records services you can expand globally in less than half of that time.
Setting up a local entity
- Formalities of setting up a legal entity
- Figuring out the legal challenges and regulatory requirements to be adhered to
- Tax, immigration, social security compliances of sending your employees
- Settling in support for your employees
- Finding and incurring the cost of office space and amenities
- Hiring people abroad and remunerating them as per local laws
Expat Orbit as your EOR partner
- Choose the country you want to hire in
- EOR partner onboards, pays, and manages all compliances
Eliminate 90% of your efforts
Benefits With Expat Orbit’s Employer Of Records Services
Compliances and documentation managed
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Airtight contracts
Expat Orbit ensures that all employment and engagement contracts are compliant with the local labor laws. Protecting your company and employees from any undue risks.
Entire spectrum of compliances taken care of
Expat Orbit ensures that all employment and engagement contracts are compliant with the local labor laws. Protecting your company and employees from any undue risks.
Employer obligations on us, not on you
With employer of records services, we step into the employer’s shoes, minimising compliances, legal obligations, and permanent establishment exposure for your company
Airtight contracts
Expat Orbit ensures that all employment and engagement contracts are compliant with the local labor laws. Protecting your company and employees from any undue risks.
Entire spectrum of compliances taken care of
Expat Orbit ensures that all employment and engagement contracts are compliant with the local labor laws. Protecting your company and employees from any undue risks.
Employer obligations on us, not on you
With employer of records services, we step into the employer’s shoes, minimising compliances, legal obligations, and permanent establishment exposure for your company
We run payroll for you
Review salaries and make just one bulk payment
Periodically Expat Orbit will run payroll for you employees. You approve the salaries and make one bulk payment to us. Your team gets paid in local currencies as host country’s per labor laws.
Payroll related compliances are managed
We make sure that taxes, social security, or any other fees you need to pay to the host country is deducted from the employees salary before you pay them
Additional advisory support
Depending upon the stage of expansion of your company, we also offer global mobility advisory services.
For instance, if your company’s objective is to assess the local market and identify potential stakeholders that will help you expand, then you will need some local team members, who understand this geography better than your base country colleagues.
Our in-house advisory team in this case, may suggest you to try out virtual employment route first.
Learn more:
Depending upon the stage of expansion of your company, we also offer global mobility advisory services.
For instance, if your company’s objective is to assess the local market and identify potential stakeholders that will help you expand, then you will need some local team members, who understand this geography better than your base country colleagues.
Our in-house advisory team in this case, may suggest you to try out virtual employment route first.
Learn more:
Settling in support on demand
Our partner network helps your employees settle in comfortably in the host country. On your request we make arrangements like:
- Accommodation for you employees
- Pre-arrival counselling sessions
- Cultural and language trainings
Get access to employer of records handbook
Save Up On Humongous Entity Setup Costs
Leading infrastructure company deployed engineers in Nigeria using EOR solution
When Should You Consider Employer Of Records Solution?
Use Case 1 - Product testing in new markets
Your product is already doing well in the home country. Now you want to access demand and test your product in new geographies
If you need to:
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You need local employees to work closely with your global team
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You may send experienced employees from your home country to new geographies
Then Expat Orbit’s support will help you:
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Local employees easily speak to stakeholders and execute projects
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You gain initial traction for your product without spending heavily on local entity setup cost
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Expat Orbit manages all employer related obligations
Use Case 2 - Build diverse global teams
You want access to a wider pool of talent for different functions at your organisation
If you need to:
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High quality talent for important job functions
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Ability to second employees from home country for supervision
Then Expat Orbit’s support will help you:
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You can onboard employees from countries where you don’t have a local entity with the help of your EOR partner
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You get access to high quality developers, lawyers, accountants from around the world
Presence across all major countries in APAC, Europe, America, Africa​
Frequently Asked Questions
What is an EOR?
How does the EOR model work?
EOR onboards the host entity's employees issues local contracts and assumes all employer-related responsibilities, including onboarding, payroll, PAYE, social security, and employment/labour law compliances.
What other models can I explore for hiring employees internationally?
In addition to EOR, businesses can also explore smart outsourcing options by engaging an international team with global experience. Expat Orbit’s Virtual Employee (VE) support caters to such an area.
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Client entity outsources specific tasks, jobs, and functions to Expat Orbit (EO). Being a contract for service, EO handles the execution and recruits employees with the relevant competence, exposure, and experience in close collaboration with the client entity. Operating remotely, Virtual Employees work exclusively for the client entity and support the execution of assigned activities. More information on Virtual Employee can be found by clicking here.
Is EOR legal?
Yes, EOR groups are legal unless there are local restrictions in the country of overseas employment. Certain countries, such as Singapore, Nigeria, and Egypt, issue quotas on to employers when it comes to hiring foreigners. In such a situation, the EOR partner must possess the required quota in order to hire your home personnel.
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Similarly, in the United Kingdom, EOR cannot sponsor work visas, therefore EOR's employment scope would be limited to local recruits. Apart from such local constraints, engaging an EOR is completely legal. Being a core business function, EORs deploy dedicated legal, payroll, and compliance teams; hence, hiring through an EOR eliminates a large amount of legal and regulatory concerns when compared to hiring independently.
What are the advantages of using EOR?
EOR will save both time and money when it comes to managing the worldwide workforce. In addition, EOR will help in the following areas.
- Immigration Support: Once you deploy executives from your home entity, your EOR partner will support in manage visa applications, including the issuance of applicable documentation and invitation letters
- Recruitment Support: The EOR partner will assist in identifying and onboarding the most qualified candidates based on the requirement. This would necessitate close coordination with your HR department. Once the candidates are shortlisted, the EOR partner will initiate the onboarding process
- Payroll and Compliance Support: The EOR partner will oversee monthly payroll, labour law, and other employment-related compliances. To ensure flawless implementation, it is essential that the EOR partner has deployed a diverse team of immigration, taxation, employment, and labour law experts.
- Office Infrastructure: If the purpose for which you are engaging employees through the EOR partner requires regular office activities, the EOR partner will offer the necessary office infrastructure.
- Tech Infrastructure: Whether employees are working remotely or in the office, regular coordination and approvals between the employee's home company, the EOR partner, and the employee are essential. To enable seamless operations, the EOR partner shall be able to provide the necessary tech platform.
Can EOR help mitigate PE risk?
A well-structured EOR arrangement, supported by robust documentation, may help in reducing the PE risk in the host country. However, there are other parameters that would need to be considered, and hence PE risk cannot be completely mitigated with just an EOR arrangement. Working with an Employer of Record certainly offers a balanced solution to fulfil your global employment and expansion goals when establishing an entity in a foreign nation is time consuming and expensive.
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To prevent co-employment concerns, an EOR steps in as a legal employer and assumes all employer related obligations in accordance with local regulations. By using this employment solution, you can expand into new geographies and hire foreign workers while lowering the chance of having problems with permanent establishment.
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Expat Orbit's white paper on permanent establishment exposure resulting from international secondments and cross-border remote working might help you gain a deeper understanding of this issue.
What is the difference between employer of records and PEO?
A Professional Employer Organization, or PEO, is a service provider that handles payroll, tax withholding/PAYE, human resources, and other compliance for businesses who prefer to outsource these operations to an external organization. PEO supports both employees and employers and ensures improved management and higher compliance quality.
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An Employer of Records (EOR) also provides the aforementioned services to organizations, but an EOR also serves as the legal employer of the employees in those geographies where the home company does not have a local entity or presence.
