What EOR means
One legal employer, wherever your people are
An Employer of Record takes on formal legal responsibility for an employee in a country where your company has no registered entity — handling payroll, tax withholding, benefits, and compliance with local labour law, while you keep full day-to-day control of what that person actually works on. It's the fastest route to a compliant hire abroad when setting up your own local entity isn't worth the time or cost.
Is it right for you?
EOR isn't always the answer — and we'll say so
Plenty of providers push EOR by default because it's their product. We'd rather you paid for the right thing. For a client with one or two employees in five countries, we recently recommended direct registration instead of EOR in every case — it worked out simpler and cheaper for them.
EOR usually makes sense when...
- You need someone employed compliantly within days or weeks, not months
- You're testing a market and don't yet know if you'll stay
- You have very few employees in that country — not enough to justify your own entity
- The country's employment law is complex or unfamiliar territory for your HR team
Direct registration can work out better when...
- You already plan to build a real presence in that country long-term
- Headcount is small but growing — an entity may pay for itself within a year or two
- You want full control over benefits and policy, not just day-to-day work
- EOR margins would cost more over time than doing it directly with our support
Who actually employs your people
Certified partners, not anonymous subcontractors
Quality-audited, where it matters
Our partner in Spain, for example, is independently certified and audited to ISO 9001 (quality) and ISO 14001 (environmental) — not just a claim on a website.
Properly licensed to operate
In the USA, our partner is an IRS-certified Professional Employer Organization (CPEO), operating nationwide from New Jersey — the recognised, regulated route to EOR in America.
Native-language support where it counts
In France, several of our own head-office staff are fluent French speakers who work directly with clients — not just a partner handed off and forgotten.
A recent example
EOR for a pharmaceutical company in Liechtenstein
Live since March 2025
A single specialist hire, fully compliant, work permit included
An American pharmaceutical company needed to employ a specialist in Liechtenstein — a small, specific jurisdiction with its own employment rules and a workforce that largely commutes in from Austria and Switzerland. We arranged the EOR, handled the work permit, and passed through the exact statutory charges rather than a flat estimate.
Weighing EOR against direct registration?
Get our free spreadsheet of employer social charges across 150 countries and see the real numbers first.
Not sure if EOR is even the right route?
Tell us the country and the headcount, and we'll give you a straight answer — including if that answer is "you don't need us for this one."
Ask about your situation