FAQs
Choose the country you wish to explore further, and you will discover a list of FAQs tailored to that specific region.
An Employer of Record (EOR) is a company that legally employs staff on behalf of another organization. The EOR manages employment contracts, payroll, tax compliance, and statutory obligations while the client company supervises the employee’s daily work and responsibilities.
Using an EOR allows companies to hire employees in a new country without establishing a local legal entity. This significantly reduces the time, cost, and administrative complexity of international expansion while ensuring compliance with local labor laws.
Employees can usually be onboarded within a few days once employment terms and required documentation are provided. The EOR prepares compliant employment contracts and handles payroll setup.
The client company manages the employee’s daily work, responsibilities, and performance, while the EOR remains the legal employer responsible for payroll, compliance, and employment administration.
The total employment cost generally includes:
The exact costs depend on the country’s statutory framework.
Yes. The EOR processes payroll, prepares payslips, withholds taxes, pays statutory contributions, and submits required filings to local authorities.
Yes. An EOR can employ both local and expatriate staff and can assist with work permits, immigration procedures, and local compliance requirements depending on the country.
Yes. If the client company later establishes its own local entity, employees can typically be transferred from the EOR structure to the new entity, subject to local labor regulations.
The most common employment contracts are fixed-term contracts (CDD) and permanent contracts (CDI). Fixed-term contracts can only be renewed once and cannot exceed two years in total.
The legal working week is 40 hours, typically spread across five working days.
Employers must contribute to the CSS and IPRES social security schemes, covering pensions, family allowances, and workplace accident insurance.
The probation period usually ranges from 1 to 3 months, depending on the employee’s category and applicable collective agreement.
Employees generally accrue 2.5 days of paid leave per month worked, equivalent to 30 days per year.
Employees can be hired under fixed-term (CDD) or permanent (CDI) contracts.
The standard working week is 40 hours.
Employers contribute to the CNPS social security system, covering pensions, family allowances, and workplace accident insurance.
The probation period generally ranges from 1 to 6 months, depending on the employee category.
Employees accrue approximately 2.2 days of paid leave per month worked.
Employment contracts can be either fixed-term (CDD) or permanent (CDI).
The standard working week is 40 hours for most employees.
Employers must contribute to the CNPS, which covers pensions, family allowances, and workplace accident insurance.
Probation periods generally range from 1 to 6 months, depending on the employee category.
Employees accrue 1.5 days of leave per month worked, increasing with seniority.
The most common contracts are fixed-term (CDD) and permanent (CDI) contracts.
The legal working week is 40 hours.
Employers contribute to the INPS social security system, covering pensions and family benefits.
The probation period varies by category but typically ranges from 1 to 3 months.
Employees accrue 2.5 days of paid leave per month worked, equivalent to 30 days per year.
Employees can be hired under fixed-term (CDD) or permanent (CDI) contracts.
The legal working week is 40 hours.
Employers contribute to the CNSS, which covers pensions, family allowances, and workplace accident insurance.
The probation period generally ranges from 1 to 3 months depending on the employee’s position.
Employees accrue 2.5 days of paid leave per month worked.
Employees may be hired under fixed-term contracts or permanent contracts.
The legal working week is 45 hours.
Employers contribute to the INSS, covering pensions, family benefits, and workplace accident insurance.
The probation period generally ranges from 1 to 6 months, depending on the employee category.
Employees accrue approximately 1 day of leave per month worked, increasing with seniority.
Employment contracts may be fixed-term (CDD) or permanent (CDI).
The standard working week is 40 hours.
Employers must contribute to the CNSS, covering pensions, family allowances, and workplace accident insurance.
Probation periods typically range from 1 to 3 months, depending on the position.
Employees accrue 2.5 days of paid leave per month worked.
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