Employer of Record. Structured. Compliant. Global.

Hiring in a new country requires compliant employment infrastructure. Our Employer of Record solution enables you to engage talent internationally without establishing a local entity, while ensuring full alignment with local labour law and payroll regulations.

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Compliant Global Onboarding

We coordinate employment onboarding across jurisdictions, managing contracts, statutory registrations and payroll activation through our in-country entities and vetted partner network.

Entity-free hiring in supported jurisdictions
Employment contracts aligned with local legislation
Payroll setup and statutory registration
Coverage via in-country offices and specialist partners

Compliance Assurance

We assume statutory employer responsibility under the EOR framework, ensuring compliance with local labour laws, payroll regulations and employment standards.

Locally compliant employment contracts
Payroll administration and statutory contributions
Termination and notice compliance
Oversight delivered via our entities and regulated partners

Capital-Efficient Global Expansion

Engage international talent without the financial and administrative burden of establishing a local entity.

Avoid entity setup, registration and ongoing statutory overhead
Reduce fixed operational costs associated with foreign subsidiaries
Test new markets before committing to full incorporation
Maintain flexibility in global workforce expansion

EOR Service Framework

Payroll Administration & Statutory Processing

Salary processing aligned with local labour law
Tax withholding and statutory contributions
Social security and mandatory benefit administration
Local payroll reporting compliance

Employment Administration

Employment contract issuance and amendments
Statutory employee record maintenance
Compliance documentation management
Onboarding and offboarding coordination

Employment Law & Regulatory Compliance

Local labour law adherence
Termination and notice compliance
Misclassification risk mitigation
Regulatory monitoring and updates

Statutory & Supplementary Benefits Administration

Mandatory insurance schemes
Social security enrolment
Health coverage coordination
Retirement and pension contributions

Cross-Border Employment Enablement

Entity-free hiring strategy
Market entry workforce planning
Coordination with immigration services
Local market employment advisory

Explore EOR Solutions

Employer of Record Services FAQ

Is it possible to hire employees in other countries without an EOR?

Yes. Organizations can establish a local legal entity and hire employees directly. However, this approach requires registration with local authorities, payroll setup, tax compliance, social security enrollment and ongoing statutory administration.

It also places full legal employer liability on your organization, including obligations related to employment law, termination protections and regulatory compliance.

An EOR structure allows companies to engage talent without establishing a local entity, while transferring statutory employer responsibilities to the EOR provider.

Is EOR a viable solution for every country?

EOR is a practical solution in many jurisdictions, but regulatory frameworks vary by country.

Certain jurisdictions impose structural or licensing requirements that may influence how EOR services are delivered. In such cases, service models may differ or require specific compliance mechanisms.

Our EOR services are delivered through a hybrid model combining our in-country entities and carefully vetted specialist partners, ensuring compliant coverage across supported jurisdictions.

We assess feasibility on a country-by-country basis before implementation.

What is the difference between EOR and PEO?

Under an Employer of Record (EOR) model, the EOR provider becomes the legal employer of the individual in the target country. The EOR assumes statutory responsibilities including payroll, tax withholding, employment contracts and labour law compliance. The client retains operational control and day-to-day management.

A Professional Employer Organization (PEO), by contrast, operates under a co-employment structure. This model typically requires the client to already have a local legal entity, with the PEO supporting HR administration while the client remains the legal employer.

Who is the legal employer under an EOR model?

Under the EOR model, the legal employer of record will be either our local in-country entity or, in jurisdictions where we do not maintain an entity, a vetted specialist partner operating in compliance with local regulations.

In both cases, statutory employer responsibilities including employment contracts, payroll administration, tax withholding and labour law compliance are assumed by the designated legal employer.

You retain full operational control over the employee’s day-to-day responsibilities, performance management and business direction, while we remain responsible for structured service delivery.

Who is responsible for employment liabilities?

The EOR entity assumes statutory employer obligations under local labour law, while clients remain responsible for operational direction and performance management decisions.

Can employees transition from EOR to our own entity later?

Yes. EOR can serve as a structured interim solution before transitioning employees to your own local entity when operational scale justifies incorporation.

How does EOR mitigate misclassification risk?

By ensuring employment contracts, payroll, tax withholding and statutory benefits are administered in accordance with local labour regulations, reducing exposure to contractor misclassification penalties.

How is employee data protected?

We maintain strict data protection standards aligned with GDPR and applicable local data privacy regulations.

What is the typical onboarding timeline?

Onboarding timelines depend on the jurisdiction and the employee’s work authorization status.

Where valid work authorization is already in place and no additional statutory registrations are required, employment contracts can typically be issued and onboarding completed within a working week.

In certain jurisdictions, additional steps such as social security registration, mandatory insurance enrollment or payroll cycle alignment may extend timelines to approximately 1–2 weeks.

We assess each case at the outset and provide a jurisdiction-specific onboarding timeline before implementation.

Speak With Our India Mobility Team

Rohan Kamath

Regional Director APAC

Guneet Kochar

Head - Business Development India