Choose the employer route around the workforce you are building.
Direct employment and Employer of Record arrangements create different responsibilities for the business, legal employer, payroll provider and employee.
We coordinate the route decision with contracts, onboarding, payroll, benefits, immigration dependencies and ongoing employment changes so the arrangement remains workable after the start date.
An EOR can simplify defined employment administration, but it does not remove every corporate, tax, regulatory, immigration or management question.
Who this service is for
Businesses making a first overseas hire
Teams comparing direct employment and EOR before they have a mature local employer infrastructure.
Companies building a local team
Employers reviewing whether growing headcount and longer-term activity justify direct employment and local payroll.
Groups moving existing employees
Businesses that need employment, immigration, tax, social security, benefits and relocation to follow one coordinated timeline.
What we cover
Employment route design
- Direct employer and EOR comparison
- Entity, registration and immigration dependencies
- Role, location, management and duration review
- Responsibility and provider-scope mapping
Onboarding and payroll
- Employment terms and contract inputs
- Right-to-work and employee information
- Payroll, benefits and statutory registrations
- Monthly inputs, approvals and records
Ongoing workforce support
- Compensation, leave and benefit changes
- Employer and employee record maintenance
- Role, location and status changes
- Offboarding, final pay and closure coordination
Our process
Define the role
Confirm duties, work location, manager, compensation, duration and required employment status.
Select the employer route
Compare direct employment, EOR, entity, payroll and immigration dependencies.
Prepare terms and responsibilities
Coordinate contract inputs, policies, benefits, confidentiality and the division of responsibilities.
Complete onboarding
Organise registrations, right-to-work evidence, payroll data, signatures and start-date readiness.
Run the payroll cycle
Collect changes, review calculations, obtain approval, fund payments and retain records.
Manage changes and offboarding
Coordinate lawful updates, notice, final pay, benefits, assets and record closure.
Information we usually need
Business and role information
- Employing entity or proposed EOR arrangement
- Role description, manager and work location
- Start date, duration and expected team growth
- Compensation, benefits and working arrangements
Employee and payroll information
- Identity, address and right-to-work evidence
- Tax, social-security and bank details as required
- Leave, variable pay, deductions and benefits
- Changes, approvals and payroll cut-off contacts
Important considerations
- The suitable route depends on headcount, duration, management, customer activity, intellectual property and future expansion.
- Direct employment commonly requires local employer, tax, social-security and payroll registrations.
- EOR responsibilities, restrictions, cost and transition planning should be confirmed in the provider agreement.
- Employment and immigration workstreams must remain aligned, but each follows its own legal requirements and approvals.
Employment, payroll and EOR requirements vary by jurisdiction and by the actual working arrangement.
Frequently asked questions
What is an Employer of Record?
An EOR is a local entity that becomes the legal employer under a service arrangement while the client business directs agreed day-to-day work.
Does an EOR eliminate the need for a company?
Not always. Wider activity, management and customer arrangements may still create corporate, tax or regulatory questions.
Can payroll run without local registration?
That depends on the employing route and local requirements. Direct employment commonly requires employer and payroll registrations.
Can work permits be coordinated too?
Yes, as a connected but separate workstream. The employer, role, location and start date must remain aligned with the immigration application.