Employer of Record (EOR) Solutions

Global expansion starts with an Employer of Record. An EOR service allows you to create global remote teams so your business can explore and test new markets, without the need to set up a new entity abroad.

Employer of Record (EOR) Solutions

Global expansion starts with an Employer of Record. An EOR service allows you to create global remote teams so your business can explore and test new markets, without the need to set up a new entity abroad.

  • Independent Advice

  • Vetted Providers

  • Preferred Pricing

EOR Enabling your Global Expansion

An Employer of Record (EOR) lets you hire and pay people in a new country without setting up your own entity there. The EOR becomes the legal employer of your international team member, taking responsibility for:

  • The employment contract
  • Compliance with local laws
  • Taxes under the local regime
  • Payroll

Your employee still works for you, and you stay in control of their day-to-day work. The EOR simply carries the legal responsibility of employing and paying them locally, so you can place people anywhere in the world without the risk of breaching national laws.

Here is the difference with Bradford Jacobs: we are independent. We do not push you towards one provider. We compare the vetted EOR providers in your target market, match you to the right one, negotiate preferred pricing on your behalf, and manage the relationship so setup takes days, not months.

Benefits of Using an Employer of Record EOR?

There are many benefits to hiring through an Employer of Record. We make sure you actually get them by matching you to the right vetted provider for your market, such as…

SAVES YOUR MONEY

An Employer of Record removes the cost of setting up a legal entity in a new country.

SAVES YOUR TIME

No need to inspect all laws, regulations, find local administrators, markets, because an Employer of Record takes care of this.

REDUCES RISK

A vetted EOR provider keeps you compliant with local labour laws and regulations. We only work with providers whose compliance track record we have checked.

DYNAMIC

EOR allows true global employee mobility. Place any employee anywhere in the world, through our network of vetted providers.

KEEPS YOU FOCUSED

While we take care of the local processes required in setting up a global workforce in a new country, you can focus on business.

UNIFIES YOUR BUSINESS

Using an Employer of Record allows you to provide the same benefits and perks to your employees globally.

Frequently Asked Questions

What is an Employer of Record (EOR) and how does it work?

An Employer of Record (EOR) is a third-party organisation that legally employs your international workforce on your behalf. The EOR handles payroll, tax compliance, employment contracts, and benefits administration in the local country. Your company retains full control over day-to-day work direction and management which means the EOR absorbs the legal employer responsibility so you can expand without setting up your own entity.

Bradford Jacobs partners with vetted, in-country legal and compliance experts in each jurisdiction. Every employment contract is drafted to local labour law standards, payroll is processed according to local tax schedules, and any regulatory changes are monitored continuously. We do not cut corners on compliance because it is the foundation of our service.

Your company retains the right to direct the employee’s work, assign tasks, and manage performance. The EOR handles statutory obligations: registering the employee with local authorities, withholding and remitting income tax and social security contributions, providing mandated benefits, and managing termination or severance in compliance with local labour law.

Typical EOR setup takes 1 to 3 business days once the engagement letter is signed and worker details are provided. In many countries, the first employee can be onboarded within the same week. Complex jurisdictions may take slightly longer for local authority registration, but the EOR team manages that process end-to-end.

EOR is suitable for both short-term and long-term employment. Many businesses use EOR as a permanent solution in countries where entity setup is not justified. Others start with EOR to validate a market and transition to their own entity later. There is no standard time limit on EOR arrangements in most countries.

The EOR provider monitors local regulatory changes and updates employment contracts, payroll calculations, and compliance procedures accordingly. Your company is notified of material changes that affect cost or obligations, but the compliance burden sits with the EOR. This is one of the key advantages of the model so you stay insulated from local regulatory churn.

Mandatory benefits (social security, health insurance, pension contributions) are handled by the EOR according to local law. Discretionary benefits such as private health cover, additional leave, or bonus structures can be arranged on top, with the cost either included in the EOR fee or billed separately. Your company decides the package; the EOR delivers it locally.

Yes. The EOR arrangement includes a structured offboarding process that transfers employment contracts and payroll history to your local entity when you are ready. This is a well-established transition, and Bradford Jacobs can support entity formation services to make the handover seamless. Most clients use EOR for 12-24 months before transitioning.
Ready to Expand Globally?

Stay up to date with latest service offerings while receiving tips and strategies for making your next remote hire.