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Employer of Record

Expand operations internationally while we handle the legal and logistical complexities of hiring contractors abroad. Reduce costs, minimize risk, and access top talent worldwide. We take care of complex administrative tasks, compliance, and worker classification, allowing you to focus on scaling your business.

global talent

Unlock a world of talent
without geographical limitations

The rise of remote work presents logistical and legal complexities. Businesses need to ensure they comply with labor laws in different locations, onboard new hires compliantly and ensure all workers are classified correctly and paid on time.

Our EOR solution lets you bypass the administrative burden and legal risk of managing a distributed team. We provide enterprise-grade support and security, so you can focus on what matters most – scaling your business with top talent worldwide.


Payroll and Taxes


Benefits Administration


Workers’ compensation


Labor Law Compliance


Onboarding and Offboarding

What is an Employer of Record?

An Employer of Record (EOR) is a third-party company that legally employs your workers on your behalf. They handle all the administrative and legal responsibilities associated with being an employer, such as payroll, taxes, benefits, and compliance.

What are the benefits of EOR?

Reduced admin

EORs handle payroll, benefits, and onboarding, freeing up your team.

Hire anyone, anywhere

Access a global talent pool without location limitations.

Hire faster

Simplify onboarding for your geographically dispersed workforce.


We’re there to provide the help you need, including dispute resolution.

Cut compliance risk

EORs ensure compliance with local labor laws for peace of mind.

Cost savings

Streamline HR processes and lower overall costs.

Correct classification

Minimize the risk of costly worker classification issues.

Localized benefits

Incentivize workers by offering competitive, country-specific benefits packages.

Frequently Asked Questions

What is an Employer of Record (EOR)?

An Employer of Record (EOR) is a third-party company that legally employs your workers on your behalf. They handle all the administrative and legal responsibilities associated with being an employer, such as payroll, taxes, benefits, and compliance. This allows you to focus on your core business activities without the burden of HR complexities.

Is an EOR right for my business?

An EOR is your gateway to a global market of contingent talent. If you are already working with freelancers, contractors, gig workers, etc., an EOR is normally a lower cost and risk option compared to doing it yourself. Sometimes, firms are concerned about compliance risks, productivity and reliability. Statement of Work (SOW) contracts let you define clear deliverables for your project, moving away from the outdated method of simply paying by the hour. This ensures everyone’s on the same page and focused on achieving specific results.

What are the benefits of EOR?

  • Reduces workload for HR, Payroll & Admin:  The Hackett Group’s 2023 Global Payroll Complexity Index found that for a multinational company, managing payroll across borders can increase complexity by 20-30%! An EOR takes on these complexities of the entire life-cycle of your contingent workforce, freeing up your internal teams.
  • Brings access to gig talent:  The EOR model allows you to tap into the growing gig workforce without the complexities of independent contractor classification.
  • Safeguards against compliance risk:  A 2022 study by the ADP Research Institute found that 22% of businesses surveyed were unsure of the worker classification status of some of their independent contractors. Misclassifying employees as independent contractors is a common mistake that can have significant consequences. EOR expertise in regulation complexities and labor law mitigate this risk.

How much control do I have over employees with an EOR?

When you use an EOR, you don’t directly employ your workers sourced through this route. Instead, your contingent workforce is employed and managed by the EOR. This makes choosing the right partner crucial. Consider their service capability, technology ecosystems, operating behaviors, leadership commitment, and culture.

An indirect relationship with workers is a double-edged sword. From a compliance risk perspective, an EOR is safer as employment liabilities rest with them. It also reduces administrative burdens for internal HR and compliance teams.

Businesses accustomed to direct hiring may find EORs daunting, but new technology and methods make it relatively seamless. Hiring managers retain control over their resources, while the EOR handles the complexities.

How does an EOR reduce compliance risk?

  • Expertise: They specialize in navigating complex employment regulations like worker classification (independent contractor vs. employee). This minimizes the risk of misclassification penalties from agencies like the IRS (US) or HMRC (UK).
  • Shifted Liability: As the legal employer, the EOR takes on the primary responsibility for ensuring compliance with payroll taxes, social security contributions, and other employment regulations. This reduces your potential liability for hefty fines or penalties.
  • Streamlined Processes: EORs have established systems and processes for onboarding, payroll, and tax filings, ensuring accuracy and reducing the risk of errors that could lead to compliance issues.
  • Regular Updates: They keep themselves updated on the latest regulations and ensure your workforce remains compliant with any changes.

How much will it cost?

Our pricing is flexible and depends on the number of countries and employees you need to manage. We offer customized quotes based on your specific needs. Please get in touch, we’ll be happy to help!

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