With Global Employer of Record practices becoming increasingly popular, Mauve Group’s new article breaks down the key points in the process
Global Employer of Record (EoR) solutions have seen a meteoric rise in popularity for international onboarding this year. More organisations than ever are realising the flexibility and efficiency of this employment model, and are reaping the rewards of lower costs, faster timescales and decreased risk.
But how exactly does EoR onboarding work? From the moment you contact a global EoR provider, a series of cogs set in motion to lead your worker down a stress-free pathway to compliant employment. In this week’s article, we break down the key action points in the onboarding process to help you to better plan your global assignments.
1. Basic details of assignment shared with Employer of Record
To get started with your solution, the Employer of Record will need certain primary information on the worker’s assignment. This may include details like:
- Location of assignment
- Contract type and start date
From here, they can begin to build your solution proposal.
2. Employment solution outline created
The primary information above should allow the Employer of Record to provide you with a proposal containing a sample payroll calculation and any additional specific details of the employment for that location – for example, any statutory labour or immigration requirements that might apply to the assignment.
At this stage, the proposal may be quite generic and changes can occur once full worker details are received. Be wary of any Employer of Record provider claiming to offer an unchanging, identikit solution across the board – many individual factors of the assignment can alter the employment conditions. The best Employer of Record solutions adapt to the individual needs of the worker and client, and avoid the triggering of compliance red flags.
Once you’re happy with the solution on offer, share your acceptance with the EoR provider and they will move forward to onboarding.
3. Onboarding process begins
To onboard the worker on to the agreed solution, the Employer of Record will need a few more pieces of information. This could include:
- Job description.
- Worker contact details, including residential address, address in country of work (if different), work location, phone number and email address.
- Additional details of assignment.
- Reporting manager details.
- Further remuneration details – including additional benefits, rewards, commissions or expenses.
- Tax and SS numbers for payroll purposes.
- Identification documents e.g. passport.
- Applicable work permits or visas, if a foreign national.
- Educational certificates – these may be required to support immigration applications etc.
Once all documentation is received, the Employer of Record will ensure the specific conditions of the employment fit in line with local labour requirements and advise of any key compliance priority points that arise. They will set about with the remaining onboarding tasks.