To acquire scarce talent, companies need to invest in recruiting and develop creative ways of identifying unconventional candidates. In some cases, firms may simply opt to make an acquisition to gain capabilities overnight. Others may engage freelancers and temporary contractors on a project basis.

Companies may allow more remote work or consider expanding in lower-cost regions to be able to fill jobs.

Geographic mobility alone may not solve this issue. If workers cannot move to the jobs, the jobs may need to move to them. 

Employers in dynamic growth hubs may decide to expand their operations into other regions. With remote work on the rise, and heavily used during the pandemic, they can also hire remote workers or turn to freelancers and outsourcing to expand their talent pool beyond their immediate surroundings. All of these decisions could help to alleviate unbalanced growth.

An EOR manages the legal, HR, tax and local compliance responsibilities of your employees in countries where you lack a legal entity. An EOR onboards, manages and pays staff on your behalf, acting as the legal employer for your organization while you retain control over the day-to-day management of your employees.

Key steps in the employee lifecycle, like hiring, compensation, assignments, performance management and terminations are still completely under your control while we make sure that your business is compliant every step of the way.

With essential functions like compliance, payroll and taxes taken off your hands, you’ll be able to commit greater resources to spend on your expansion strategy and the growth of your business. Without the need to set up your own legal business entity, you’ll save time and money and avoid the common risks associated with expansion.

Save time, money, and resources with Employer of Record solution. Hire employees anywhere in the world quickly, compliantly, and without establishing a foreign entity with this global expansion solution.

As your legal Employer of Record, we utilize our global infrastructure to hire and pay your supported employees. You maintain day-to-day control of your team, while we manage payroll, benefits, risk mitigation, compliance, and ongoing employee support.

An Employer of Record enables companies to establish a presence in foreign markets without the complexities and restrictions of setting up an entity. We become your Employer of Record (EOR) and hire members of your global team on your behalf through local, compliant employment contracts

Whitefin Employer of Record gets you set up and operating in new markets in as few as 48 hours, with savings of up to 60% when compared to entity establishment. We handle all compliance and risk mitigation, and our experts oversee payroll and benefits considerations with support available around the world. This solution allows you to tap into global talent pools and new international markets quickly, affordably, and compliantly.

An Employer of Record benefits organizations of various sizes and sectors. However, it is particularly valuable to companies that:

• Are unsure if they will be in the market for five or more years
• Cannot delay their hiring timelines and need to be operational in new markets quickly
• Do not have the extensive financial and internal resources required for global expansion
• Require a bridged solution between an acquisition close date and entity readiness

Employee misclassification is a considerable risk in this situation. If the employer manages an employee’s day-to-day responsibilities, or if the employee reports only to that employer, the employee is not a true consultant. Misclassification can result in severe fines and penalties, so if you are unsure of the status of any employee, partnering with an Employer of Record provider ensures compliant hiring.

Yes, we withhold individual taxes monthly and follow all local tax laws in their region.

Our monthly invoices also include “employer burden”— these are mandatory taxes and other payments that are required by local governments for employers to pay into social security and other public programs. Our team of local experts maintains up-to-date information on the payment schemes in each country, calculates the amounts due based on the supported employee’s salary, and provides a detailed breakdown in your invoice.

No, there are no fees for termination. However, we do require the correct notice period according to local labour laws to offboard any client. Please keep in mind that the statutory notice period for the supported employee in a given country may be longer than 30 days by law. Some countries have unique mandatory severance periods and pay-outs, which our team helps you navigate.

If you must offboard a worker, we ensure compliance with local severance requirements and termination regulations. Whether it is voluntary or involuntary, we assist our clients through the country-specific nuances to ensure a smooth separation.

Each of our clients and supported employees rely on our global network of experts, which allows us to manage and control our customers’ experience. We provide our clients and supported employees with a designated Client Account Manager to act as a time zone, cultural, and language-appropriate contact.

We remain up-to-date with any local employment law changes and perform quarterly reviews to ensure accuracy and compliance with these laws.