Have questions about hiring internationally? Find answers about Employer of Record, global employment, compliance, payroll, and managing international teams.
Explore EOR FAQs
An Employer of Record is a third-party organisation that legally employs a worker on behalf of your company in a country where you may not have a local legal entity. The EOR manages employment-related responsibilities while you continue to manage the employee's day-to-day work.
An EOR becomes the legal employer of your employee in the relevant country and manages employment administration such as payroll, benefits, contracts, and local compliance. Your company remains responsible for the employee's role, responsibilities, and day-to-day management.
An EOR allows companies to hire employees in new countries without first establishing their own local legal entity. This can make international expansion faster and simpler while helping organisations manage local employment requirements.
An EOR can be useful when you want to hire employees in a country where your company does not have a legal entity, are testing a new market, need to hire quickly, or want support managing local employment administration.
A recruitment agency helps you find talent. An EOR helps you legally employ and manage employment administration for that talent in a specific country. Depending on your needs, CGP Group can support both recruitment and EOR services.
Yes. An EOR can legally employ the worker in the relevant country on your behalf, allowing your company to hire internationally without establishing its own local entity, subject to applicable local requirements.
In many cases, yes. An EOR can provide an employment structure while you evaluate or establish your presence in a new market.
The timeline depends on the country, employee, documentation, and employment requirements. Once the relevant information is available, the EOR team can guide you through the onboarding process and expected timeline.
Yes. EOR solutions can support organisations hiring across multiple international markets, subject to the countries and employment structures supported by the provider.
Yes. An EOR can be used for individual hires as well as for organisations building larger international teams.
Yes. The EOR manages payroll administration for employees in accordance with applicable local requirements.
Yes. Depending on the country and employment arrangement, the EOR can manage statutory and applicable employment benefits.
The EOR provides the employment agreement in accordance with the applicable employment laws and requirements of the country where the employee is employed.
Your company continues to manage the employee's day-to-day responsibilities, performance, workload, and objectives. The EOR manages the legal and administrative employment relationship.
Your company generally determines the compensation and employment package based on the role and business requirements, while the EOR ensures the employment arrangement is structured appropriately for the local market and applicable requirements.
The EOR can guide your company through the applicable local termination process and requirements. Because employment laws vary by country, the appropriate process depends on the employee's location and circumstances.
An EOR helps manage employment requirements in the country where the employee is employed, including employment contracts, payroll, statutory requirements, and other employment administration.
The EOR follows the applicable employment laws and regulations of the country where the employee is employed.
No. An EOR can help organisations manage employment administration and local requirements, but it does not eliminate all employment, tax, or business risks. Companies should consider their specific circumstances and obtain appropriate professional advice where necessary.
Yes. The EOR manages applicable payroll-related tax and statutory obligations associated with the employment arrangement, according to local requirements.
A key benefit of working with an EOR is having local employment expertise and support as requirements evolve. The EOR can help maintain employment processes in line with applicable local regulations.
Yes. CGP Group can support organisations from talent identification and recruitment through to employment, allowing clients to combine recruitment expertise with international employment solutions where appropriate.
Yes. An EOR can support the employment of a candidate you have already identified, subject to the requirements of the relevant country and employment arrangement.
Yes. If you need to identify and recruit talent first, CGP Group's recruitment teams can support the search. Once the right candidate is identified, EOR can provide the employment structure where appropriate.
CGP Group combines recruitment expertise and international workforce solutions with technology such as Keystone AI. Keystone AI helps accelerate sourcing and talent delivery, while CGP Group's specialists provide the human expertise and workforce support needed throughout the process.
Typically, you'll need information about the country, employee, role, compensation, and proposed employment arrangement. Our team can guide you through the information required for your specific situation.
Contact our team with your international hiring requirements. We'll discuss your plans, understand the countries and roles involved, and help determine whether an EOR solution is appropriate.
Yes. Depending on your plans, we can help you understand whether EOR, direct employment, recruitment, contract staffing, or another workforce solution is the most appropriate approach.
Yes. Our team can connect you with specialists who can discuss your international hiring plans and help you understand the available options.
From onboarding to off-boarding, CGP is all you need. Employ and manage global talent in one place.