Employer of Record Services

Question 1

What do Deel's EOR services include?

Answer

EOR services include legal employment, payroll processing, benefits administration, tax compliance, and ongoing HR support.

Question 2

How long does it take to hire through Deel's EOR?

Answer

Typical onboarding takes 1-2 weeks, depending on the country and specific requirements.

Question 3

Can Deel manage employees in multiple countries at the same time?

Answer

Yes, Deel can simultaneously manage employees across multiple countries through its EOR service.

Question 4

What happens if local laws change?

Answer

Deel monitors legal changes continuously and updates contracts and policies to maintain compliance.

Question 5

Does Deel provide benefits management?

Answer

Yes, the provider handles mandatory and supplementary benefits administration according to local requirements.

Question 6

What services does Multiplier provide as an EOR?

Answer

It offers payroll processing, compliance management, benefits administration, employee onboarding, contract management, and local tax handling across multiple countries.

Question 7

Who can use these services?

Answer

The provider serves companies of all sizes, from small businesses (50 or fewer employees) to enterprise-level organizations (1000+ employees).

Question 8

Does Multiplier assist with visas and work permits?

Answer

Yes, the provider offers mobility services to help with visa and work permit processing.

Question 9

How does Multiplier handle global payroll compliance?

Answer

Multiplier manages all aspects of local payroll compliance, including tax calculations, social contributions, and statutory requirements specific to each country where they operate.

Question 10

Does it offer employee benefits?

Answer

Multiplier manages local statutory benefits and can help implement additional benefits packages according to local market standards and company policies.

Question 11

How does Oyster handle international payroll?

Answer

Oyster manages all aspects of payroll compliance, including local tax regulations, social contributions, and statutory requirements in each country where they operate.

Question 12

How long does onboarding take?

Answer

The onboarding process typically takes 1-2 weeks, although timing can vary by country and specific circumstances.

Question 13

Does it provide benefits administration?

Answer

Yes, Oyster handles local statutory benefits and can help implement additional benefits packages according to local market standards and company policies.

Question 14

What types of companies can use Oyster?

Answer

The provider serves companies of all sizes, from small businesses to enterprises.

Question 15

How does the provider ensure compliance?

Answer

Oyster works with local partners and maintains expertise in each country’s employment laws, ensuring all contracts and employment terms meet local requirements.

Question 16

How long does the onboarding process typically take?

Answer

The onboarding process usually takes 1-2 weeks, though timing can vary by country and specific circumstances.

Question 17

What kind of support does Omnipresent provide?

Answer

Omnipresent provides dedicated account managers and email-based support, with quick response times and expertise in local employment regulations.

Question 18

How does Omnipresent handle international compliance?

Answer

The company manages all aspects of local compliance, including tax regulations, employment laws, and benefits requirements for each country.

Question 19

How does Omnipresent handle employee benefits?

Answer

Benefits are managed according to local requirements and company policies, with support for statutory and supplemental benefits.

Question 20

What size companies can use Omnipresent?

Answer

Omnipresent works with companies of all sizes, from small startups to large enterprises, and is particularly effective for companies with small international teams.

Question 21

Does Remote provide benefits administration?

Answer

Yes, Remote handles local statutory benefits and can implement additional benefits packages according to local market standards and company requirements.

Question 22

How does Remote ensure compliance with local laws?

Answer

The provider maintains expertise in local employment laws, tax regulations, and compliance requirements for each country where it operates, handling all necessary documentation and filings.

Question 23

How does it handle tax compliance?

Answer

It manages all aspects of tax compliance, including calculations, deductions, and filings according to local regulations in each country.

Question 24

Can it help with international relocation?

Answer

Yes, Remote can assist with international employee relocations by managing the necessary employment and compliance changes in origin and destination countries.

Question 25

How does Remote handle international payments?

Answer

The provider manages payments through various methods, including bank transfers and integration with services like Wise, ensuring employees receive payments in their local currency with competitive exchange rates.

Question 26

What services does Skuad provide?

Answer

Skuad provides comprehensive EOR services including payroll processing, benefits administration, compliance management, contract handling, expense management, leave tracking, and local HR support.

Question 27

How does Skuad handle international payments?

Answer

Skuad manages international payments through their platform, handling currency conversions and ensuring timely payments to employees in their local currencies.

Question 28

Is Skuad suitable for small businesses?

Answer

Yes, Skuad serves businesses of all sizes, from small startups to large enterprises, with competitive pricing that makes it accessible for smaller companies.

Question 29

How does Skuad handle compliance?

Answer

Skuad manages compliance with local employment laws, tax regulations, and benefits requirements in each country where they operate.

Question 30

What technology features does Skuad offer?

Answer

The platform includes features for document management, expense tracking, leave management, payroll processing, and time tracking.

Question 31

What services does RemoFirst provide as an EOR?

Answer

RemoFirst covers employee onboarding, payroll processing, benefits administration, compliance management, contract generation, and local tax handling in multiple countries.

Question 32

What makes RemoFirst different from other EOR providers?

Answer

The provider stands out through competitive pricing, responsive customer support, dedicated account managers, and a user-friendly platform.

Question 33

How does it handle local compliance and benefits?

Answer

RemoFirst manages local compliance, including labor laws, tax requirements, and benefits, by working with local partners to ensure that all employment arrangements meet country-specific regulations.

Question 34

What size companies can use it?

Answer

RemoFirst serves companies of all sizes, from small businesses with fewer than 50 employees to enterprise-level organizations with over 1,000 employees.

Question 35

How does RemoFirst handle payroll and payments?

Answer

The provider manages the entire payroll process, including salary calculations, tax deductions, and payments in local currencies, ensuring compliance with local regulations.

Question 36

In which regions does Horizons operate?

Answer

Horizons operates globally across multiple regions, with particularly strong presence in Europe, Asia, and the Americas. However, some employers note limited coverage in certain APAC regions.

Question 37

What services does Horizons provide as an EOR?

Answer

Horizons provides comprehensive employment services including payroll processing, benefits administration, contract management, compliance oversight, expense management, leave tracking, and local HR support.

Question 38

Is Horizons suitable for small businesses?

Answer

Yes, indeed. Horizons serves businesses of all sizes, from small startups to large enterprises, with pricing structures that can accommodate different business needs.

Question 39

How does Horizons handle compliance across different countries?

Answer

Horizons maintains local expertise and partnerships to ensure compliance with country-specific employment laws, tax regulations, and benefits requirements.

Question 40

What technology features does Horizons offer?

Answer

The platform includes features for document management, expense tracking, leave management, payroll access, and multi-factor authentication security.

Question 41

What is the minimum number of employees required to use Atlas HXM?

Answer

Atlas HXM works with companies of all sizes and can support as few as 1-3 employees per country, making it suitable for small international teams.

Question 42

How does Atlas HXM handle local compliance?

Answer

The platform maintains comprehensive knowledge of local employment laws and regulations, handling all compliance requirements including tax filings and statutory benefits.

Question 43

Does Atlas HXM provide employee self-service features?

Answer

Yes, employees can access their documents, payslips, and benefits information through a self-service portal, and manage time-off requests.

Question 44

How long does implementation typically take?

Answer

Implementation time varies by company size and complexity, with some employers reporting quick setup while others note a learning curve.

Question 45

What reporting capabilities does Atlas HXM offer?

Answer

Atlas HXM provides comprehensive reporting tools for payroll, employee data, and compliance, with real-time insights available.

Question 46

What payment methods does RemotePass support?

Answer

RemotePass supports multiple withdrawal methods including bank transfers, Payoneer, Wise, crypto exchanges like Coinbase, and virtual/physical cards where available.

Question 47

How long do payments typically take to process?

Answer

It depends, as processing times vary by withdrawal method. Bank transfers typically take 2-3 business days, while card transfers can be instant. Specific timing depends on the destination country and method chosen.

Question 48

Does RemotePass provide virtual cards?

Answer

Yes, RemotePass offers virtual cards in many regions, though availability varies by country. Physical cards are also available in some locations.

Question 49

Can RemotePass be used for freelance payments?

Answer

Yes, RemotePass supports both contractor and full-time employee payments, making it suitable for freelancers and remote workers.

Question 50

What security measures does RemotePass use?

Answer

RemotePass implements strong security measures including KYC verification, multi-factor authentication, and encrypted transactions.

Question 51

What is an Employer of Record?

Answer

An employer of record (EOR) is a third-party organization that legally employs workers on behalf of another company. The EOR takes on all official employment responsibilities, serving as a legal intermediary between the worker and the client company. These responsibilities include handling payroll, benefits, and tax compliance, managing employment contracts and worker documentation, ensuring legal compliance with local labor laws, processing employment visas and work permits for international workers, administering health insurance and other benefits, managing worker's compensation and unemployment claims, and handling HR-related issues and compliance.

Question 52

Why is an Employer of Record Service Useful?

Answer

Think of an EOR as a legal intermediary that becomes the official employer while the original company (often called the client company) maintains day-to-day management of the workers. This arrangement is particularly valuable when companies want to hire employees in countries where they don't have a legal entity, quickly expand into new markets without establishing a local presence, reduce administrative burden and compliance risks, employ remote workers across multiple jurisdictions, or test new markets before making significant investments.

Question 53

What is the Difference between Employer of Record and PEO?

Answer

While both employer of record (EOR) and Professional Employer Organization (PEO) provide employment-related services, they operate quite differently. The main difference lies in their legal structure and scope of operation. An employer of record becomes the legal employer of your workers, taking full responsibility for employment, including payroll, benefits, taxes, and compliance. The EOR model is particularly designed for international employment, allowing companies to hire employees in countries where they don't have a legal entity. A PEO, on the other hand, operates through a co-employment model primarily within a single country. In this arrangement, both the PEO and your company share employer responsibilities. The PEO handles administrative HR tasks, benefits administration, and payroll processing, but your company retains more legal responsibilities compared to an EOR arrangement. Key distinctions include that EORs take full legal responsibility and are ideal for international hiring, while PEOs share responsibilities and focus on domestic employment solutions.

Question 54

How much does an Employer of Record Cost?

Answer

An employer of record (EOR) typically structures its pricing based on several factors. The cost usually includes a base fee plus additional charges as a percentage of the employee's salary. Standard pricing models generally range from 8% to 15% of the employee's annual salary, though this can vary significantly. The total cost depends on various factors including the employee's location, salary level, benefits requirements, and the complexity of local labor laws. Most EORs charge their fees in one of these common ways: a flat monthly fee per employee, a percentage of the employee's salary (usually 8-15%), or a combination of both. Additional fees may apply for services such as benefits administration, visa processing, or specialized HR support.

Question 55

What are the Benefits of an EOR?

Answer

An employer of record (EOR) offers significant advantages for companies looking to expand their workforce globally or streamline their employment operations. The primary benefits include international hiring capabilities, risk mitigation, time and cost efficiency, and enhanced compliance management. From a global expansion perspective, EORs enable companies to hire talent in new countries without establishing their own legal entities. This means faster market entry, reduced setup costs, and the ability to test new markets with minimal risk.

Question 56

How Long does it Take to Hire Through an EOR?

Answer

The hiring process through an employer of record typically takes between 1-3 weeks, depending on the country and specific circumstances. This timeline includes employee onboarding, contract preparation, registration with local authorities, and setting up payroll and benefits. Some countries may require additional documentation or have specific regulatory requirements that can extend this timeline. However, this is significantly faster than establishing your own legal entity, which can take several months or even years in some jurisdictions.

Question 57

Who Manages the Employees - the EOR or the Client Company?

Answer

While the EOR is the legal employer, the client company maintains full control over day-to-day operations, work assignments, and performance management. The EOR handles all administrative and legal employment matters such as contracts, payroll, and compliance, but does not intervene in the employee's actual work, professional development, or business responsibilities. Think of it as a split responsibility: the client company manages the "what" and "how" of the work, while the EOR manages the "administrative how" of employment.

Question 58

What Happens if I Want to Switch EOR Providers?

Answer

Switching EOR providers requires careful planning to ensure a smooth transition for both the company and employees. The process typically involves transferring employment contracts, updating payroll information, and re-registering employees with local authorities under the new EOR. Most EORs have established procedures for both onboarding and offboarding clients. The transition period usually takes 30-60 days and requires coordination between the old and new EOR to ensure continuous employment and benefit coverage for employees.

Question 59

Is an EOR Responsible for Employee Performance?

Answer

No, the EOR is not responsible for employee performance. While the EOR is the legal employer, they are not involved in performance management, work quality, or productivity monitoring. These responsibilities remain entirely with the client company, which sets performance expectations, conducts reviews, and makes decisions about continued employment.

Question 60

What are the Limitations of Using an EOR?

Answer

The main limitations of using an EOR include restricted flexibility in compensation structures, potential communication complexities, and cost considerations for large-scale hiring. EORs must operate within standardized processes and local regulations, which may limit customization options for benefits or employment terms. Some countries restrict the duration of EOR arrangements or require eventual establishment of a local entity. Additionally, having an intermediary in the employment relationship can sometimes create extra steps in communication and decision-making processes.

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