Employer of Record (EOR) Services
Hire internationally without establishing a local entity.
An Employer of Record can enable companies to employ talent in new markets, where legally permitted, without first establishing their own local entity. EMS coordinates the appropriate local employment structure and related requirements, helping businesses enter new countries with greater speed, clarity and compliance confidence.
Discuss your hiring plansEntering a new market should not begin with unnecessary infrastructure
Hiring in another country can require a compliant employment structure, locally appropriate contracts, payroll, statutory benefits and ongoing administration. Establishing an entity may be disproportionate when a company is testing a market, hiring a small team or responding to an immediate talent need. An EOR can provide an alternative route, subject to local rules and the circumstances of the engagement.
What the service can include
The exact EOR model depends on the country, role and applicable regulation. Support may include:
Feasibility assessment
Review the country, role, working arrangement and intended duration to determine whether an EOR structure may be appropriate.
Local employment documentation
Coordinate locally compliant employment documents and required onboarding information.
Payroll administration
Manage agreed payroll processing, payslips and statutory payroll requirements through the local structure.
Statutory benefits and contributions
Coordinate mandatory benefits, employer obligations and applicable social contributions.
Employee onboarding
Guide the employee through documentation, payroll set-up and the practical start of employment.
Ongoing employment administration
Support agreed changes, leave processes, payroll queries and required local administration.
Immigration coordination
Connect employment and work-authorisation workstreams when immigration support is required and legally available.
Offboarding support
Coordinate the agreed end-of-employment process in line with applicable local requirements.
- Companies entering or testing a new international market.
- HR teams hiring one employee or a small team in a country without an entity.
- Businesses retaining talent following an international move.
- Project teams requiring a time-bound employment solution in another jurisdiction.
- A company has identified a candidate in a country where it has no entity.
- A business needs to enter a market before deciding whether to incorporate locally.
- An existing employee wants to move to another country and continue working for the company.
- A project requires local employment support for a defined period.
- HR needs coordinated payroll and employment administration in a new jurisdiction.
How it works
Assess
We review the country, role, candidate, timeline and intended working arrangement.
Confirm
We identify the appropriate local structure, requirements, responsibilities and commercial terms.
Onboard
We coordinate documentation, employment set-up, payroll information and the employee’s start.
Manage
We support ongoing administration and agreed changes throughout the employment relationship.
International employment decisions often connect with immigration, payroll, tax and social security. EMS brings these considerations into one coordinated mobility conversation, helping HR teams understand dependencies before the hire begins. Our approach is designed to balance the company’s need for speed with the local requirements that shape a viable employment arrangement.
Ready to talk to an EMS specialist?
Tell us about the destination, timing and people involved — we'll help you find the right pathway.
Discuss your hiring plans