What is an Employer of Record (EOR)? Guide for Global Businesses

I am thrilled by your curiosity to understand/ explore what is an Employer of Record (EOR) and basically everything in and around the EOR model; through this article, I will try to cover all the essential details of what an EOR is, what services does an EOR provide, what are the uses of Employer of Record services and how to choose the right one for you!

However, if you do not wish to drill down to the bone and understand EOR services in a few words, the best way I can put it is Employer of Record service is a truly all-in-one service through which you can scout, hire, manage and pay your workforce is any country across the globe without establishing a local entity.

EOR partners aren’t magicians; however, their work is the closest thing to magic you will ever witness. Their work is prompt and smooth because they have the local presence and expertise to make sure all your queries are resolved in minutes, and more importantly, you do not have to worry about local compliance or labor law for even a minute. They are here to take care of everything from recruitment to tax deductions.

Employer of Record (EOR)

An employer of record (EOR) is an organization that legally employs workers on behalf of another business internationally. Entering a new market, a foreign company often faces challenges in navigating a complex set of employment regulations. EOR  makes it easy for foreign businesses.

In addition to compliance support, an EOR takes full responsibility for managing administrative services such as payroll, taxes, and benefits for your international employees. It means an employer of record provides an all-in-one service package that helps you hire international employees compliantly and get your human resource (HR) services done on your behalf.

In short, an employer of record (EOR) is an organization that legally employs a team of local professionals on behalf of foreign businesses. Thus, EOR acts as the local guardian of employees who work for a foreign company. On the record, it’s an employer of the local employees and handles all legal and administrative responsibilities related to the employees. Simply put, with EOR support, a foreign business can easily hire a team of remote talent in another country and employ them successfully.

Evolution of Employer of Record (EOR) as a Business Model

Employer of record (EOR) emerged as one of the most refined business models in the evolution of employment arrangements. Till today, EOR is the most economical employment arrangement model that has transformed the ideas and practices of international recruitment. The birth of EOR as a business model resulted from the interconnected world, characterized by a globalized economy and technological advancement.

The rise of staffing services in the 1960s drastically changed the traditional employment processes and became popular in the West. Hiring third-party agencies specialized in recruitment was a profound transformation. Businesses learned they could save time and energy by relying on an expert service.

In the early 1970s, the world witnessed a rapid proliferation of third-party expert agencies. A professional employer organization (PEO) emerged as a new business model in the United States that provided expertise in HR services. With the advent of PEO services, many small companies could easily manage their employees’ administrative functions without keeping an in-house HR team. Partnering with PEO services proved more cost-effective than keeping an in-house HR team.

With the wide prevalence of a globalized economy in the 2000s, global companies started looking for various opportunities beyond their home countries. Initially, many skilled professionals were brought back to the West from different parts of the world and were employed onsite. However, one major challenge of the onsite model was that, in the long run, it wouldn’t be cost-sustainable for businesses employing international workers in their home countries.

In search of cost-effective alternatives, businesses in the West now wanted talent who could work from their own countries rather than bringing them to the West. The rising demand for offsite or offshore business engagements has laid the foundation for outsourcing as a business model. With the increasing popularity of remote work setups, businesses started hiring contractors abroad for short-term projects.

However, hiring outsourcing services and contractors was associated with challenges such as the lack of flexibility and issues with legal compliance. These problems demanded a solution, resulting in the rise of employer of record (EOR) as a robust business model.

 

Employer of Record (EOR) Evolution: A Case Study of India

India presents a good example of how the globalized economy and the interconnected world have transformed international employment, leading to the wide acceptance of Employer of Record (EOR) services. With the rising popularity of the offshore model, developing economies such as India and China became key destinations for a range of outsourcing and contracting services.

Global businesses started outsourcing HR services in India mainly due to the availability of skilled talents and cost-efficiency services compared to the West. Due to certain challenges associated with outsourcing, many companies prefer hiring Indian contractors. Although hiring contractors has certain advantages such as better control for businesses, easy to downsize or upsize workforce, and cost-saving; it has several shortcomings too.

employer of record (EOR) services emerged as a solution to various problems associated with outsourcing and contracting. With EOR service support, a foreign company can easily navigate the legal complexities when entering the Indian market and operate compliantly, with better control over employees and reduced costs.

What Does an EOR Do?

EORs provide a range of services related to legal, financial, and HR functions. By using employer of record services, a business can get the advantages of compliance support, payroll processing, benefits administration, and local tax filing. Let’s explain each solution provided by the employer of record.

Regulatory Compliance and Legal Support

EORs are legal experts who stay abreast of local labor laws and regulations to ensure that all employment practices and parties involved comply with legal requirements. While expanding in a foreign jurisdiction, businesses must comply with various legal requirements—minimum wage, employment benefits, working hours, overtime rules, and workplace safety standards set by the government. With employer of record (EOR) legal support, businesses can handle all of the above as per the existing laws of the particular country, protecting both employees and their companies.

Payroll Processing & Tax Withholding

EORs handles payroll processing and tax withholding of the employees to ensure compliance with the existing tax regulations. Payroll processing includes calculating monthly salary, deducting taxes, paying towards benefits, and ensuring timely payments. Calculating employee salary includes deduction of any applicable taxes such as social security contributions and other mandated deductions in the case of India, such as benefits deduction like employees provident fund (EPF). On top of tax withholding from employees’ paychecks, EOR companies remit taxes and file tax reports to relevant authorities.

HR Services

EORs provides diverse HR services such as talent acquisition, onboarding and offboarding, training and development, and performance management.

• Talent Acquisition: Most EORs assist in finding the right talent that fits the job requirements of the client companies. As per the client company’s requirements, EORs prepare the hiring processes ranging from job posting, candidate screening, and conducting interviews. Once potential candidates are shortlisted, the client company conducts direct interviews virtually and finalizes the candidates.
• Onboarding and offboarding: Once candidates are finalized, EOR partners handle the onboarding process for new hires, such as contract paperwork and documentation completion, orientation sessions, and device handover. Similarly, they take care of offboarding tasks like exit interviews, full and final payments, and returning company assets when employees leave a company.
• Leave and attendance management: Not all EOR employees have the same leave structures as different companies have different leave policies. EORs manage leave and attendance and maintain a record for every EOR employee. Whenever employees face any issues or discrepancies in their leave structures, the employer of record (EOR) handles them. Also, leave management eases leave encashment when an employee leaves.

Employee Benefits

EORs handle benefits administration of employees, including medical leaves and claims, health insurance, retirement funds, gratuity, maternity leaves, and paid leaves. As employee benefits differ from one organization to another and country to country, EOR services offer tailored employee benefits to match the employee-employer needs. For instance, some popular and legal employee benefits in the US such as unemployment insurance, paid family leaves, and dental insurance are not widely practiced in countries like India.

However, EOR companies offer customized benefits administration for employees as per the requirements of client companies. As long as it is under the preview of the local laws and regulations, client companies can provide customized benefits services to their employees.

The services mentioned above are keys to a smooth and successful international expansion. They are the support systems for hiring and employing international professionals compliantly and expanding business successfully. However, employer of record (EOR) is one of many services available for global expansion. Let’s explore the other business models you can use for international expansion.

EOR Comparison with Different Business Models

EOR service is one of the four major models you can use for business expansion internationally. The other three popular business models—professional employer organization (PEO), outsourcing, and subsidiary formation. All these business models have certain similarities and differences. One key similar aspect is that these are the key models through which a company can build a team in an international market.

Each business model has unique advantages and challenges. However, choosing the best model depends on your business needs and goals. Here, we’ll discuss how EOR compares with other models.

How Does an EOR Differ from a PEO?

Employer of record and PEO are two popular models or services businesses often use as employment partners when hiring international employees. Both models offer similar HR services, such as payroll processing, tax deductions, and benefits administration. But, the responsibilities and work arrangements are significantly different between the two models. Let’s understand three differences in EOR vs PEO:

• To avail PEO services, a client company must have a legal entity in the country where your PEO partner is located. On the other hand, a company can use EOR services without establishing a legal entity in the target country.
• In PEO services, the client company enters a co-employment arrangement, a contractual partnership to share employment obligations with the PEO partner. On the contrary, EOR companies are solely responsible for handling all administrative work of employees, leaving the client company to focus on their core business functions.
• In the PEO model, the client company is responsible for handling the regulatory compliance related to employment. Whereas, EORs take full responsibility for handling legal complexities and are solely responsible for any compliance issues related to the employment.

Know More: PEO Vs EOR: Which is Right for Your Organization?

Employer or Record (EOR) V/S Staffing Agency

When you look at it from an extremely zoomed-out POV, you cannot help but be blown by how closely they both help workforce management, however, by no means are they similar, an Employer of Record (EOR) and a staffing agency have different purposes to cater to. 

To help provide the best employee benefits and matched resources,  it’s important to take an EOR country agnostic approach; however, to help you operate on scale, there are a lot of Global Employer of Record Services available in the market.

Employer of Record (EOR):

Managing HR obligations, including payroll, benefits administration, tax compliance, and local labor law adherence, an EOR serves as your workforce’s legal employer. This structure lets businesses recruit workers abroad without creating a legal corporation there. The Employer of Record company manages administrative and legal employment matters; the client company controls everyday operations among the staff.

Staffing Agency:

Preferred for usually temporary or project-based tasks, a staffing agency concentrates on finding and matching workers for jobs inside client firms. Although the agency may handle initial screening and placement, usually the client company becomes the legal employer in charge of continuous HR operations and compliance.

Key Differences:

• Legal Employer Status: While staffing agencies mostly help with recruitment, Employer of Record company takes over the responsibility for compliance and payroll EORs are the legal employer; however, the client company is the employer when dealing with a staffing agency.
• Scope of Services: While staffing companies concentrate on finding and deploying personnel, EORs offer complete HR services including local labor law compliance.
• Employment Duration: Although staffing firms typically manage short or project-based assignments, EORs are suitable for long-term employment needs, especially in international locations.

Want to compare and evaluate the key differences and how they affect you?

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Establishing a Foreign Entity vs. Using an EOR

Establishing a Foreign Entity:

Establishing a legal entity abroad means formally establishing a commercial presence, registering with local authorities, opening a physical office, and handling all HR tasks in line with local rules. Often needing several months and significant cash outlay, this process can be time-consuming and resource-intensive.

Using an EOR:

Working with an EOR lets businesses hire staff abroad without creating a legal company. Managing administrative and legal obligations, the EOR guarantees local regulatory compliance. This strategy lowers the complexity of establishing a new company and helps to speed market entrance.

Considerations:

• Speed to Market: Compared to starting a legal corporation, which can be a drawn-out process, EORs enable faster access to new markets.
• Cost: EORs include service fees; however, starting a foreign company calls for large upfront expenses and continuous running expenditures.
• Control: While employing a Global Employer of Record means depending on a third party for compliance and HR tasks, having a legal entity gives total control over operations.

5 Reasons to Choose EOR Over Outsourcing

Outsourcing is one of the most popular services for getting work done remotely. Businesses often use outsourcing services mainly due to two key reasons: cost-effectiveness and subject-matter knowledge. However, EOR is a better option than outsourcing in various areas, including ensuring transparency, employee retention, and better control for businesses over their international employees. Let’s briefly explore some key advantages of EOR over outsourcing for foreign companies.

Direct Control Over Employees

Unlike outsourcing, EOR partner allows client companies direct control and collaboration with employees. In the outsourcing model, the outsourcing company hires a team that will work for their client companies and act as a mediator between the employers and employees. In the EOR model, client companies conduct direct interviews and select the team of their choice. Due to the absence of an employee performance/delivery mediator in the EOR model, the client companies can directly communicate with the employees.

Effective Communication & Fair Paycheck

EORs have a fair practice when deciding employees’ paychecks. It’s because of the direct communication between the employers and employees. In the outsourcing model, the client companies can’t decide the employees’ paychecks as the companies normally don’t participate in team selection. It’s the outsourcing companies that finalize the payment structure of the outsourced employees. Hence, when working with outsourcing agencies businesses may face issues related to unfair paychecks to employees.

Employee Retention Due to Fair Employee Benefits

Compared to outsourcing, EORs offer a high chance of employee retention. EOR employees are entitled to fair employee benefits, including medical claims & leaves, insurance benefits, paid leaves, retirement plans, and more. Due to more transparency and openness in the employer-employee relationship, EOR employees mostly receive the best employee benefits which can also be decided in collaboration with the client company, leading to job satisfaction and security.

Low Cost and Transparency in Service Charge

Outsourcing companies mostly charge fees on a time and deliverable basis. This often results in a bundled rate due to the hourly charge rate or per-person services. On the other hand, EORs offer transparent and fixed service fees.

Intellectual Property and Data Protection

Intellectual property (IP) protection remains a core concern for businesses, especially startups and SMEs. In the outsourcing model, some individuals in the outsourcing team may work on similar projects for multiple clients simultaneously, leading to IP risks. On the other hand, EORs ensure the IP rights protection of businesses by allocating separate EOR teams for each client. For example, EOR companies in India must comply with the General Data Protection Regulations (GDPR) when dealing with clients and customers from European Union (EU) countries.

What are Some Advantages of Using an EOR?

Employer of Record (EOR) services offer several benefits, including compliance support, risk mitigation, access to global talent, operational efficiency, and cost savings. As global businesses increasingly compete to tap skillful resources internationally, an EOR provides diverse benefits for small and large companies. Let’s explore the major benefits of using EOR services for businesses.

1. Compliance Support & Risk Management

employer of record (EOR) services offer compliance support for companies expanding their business operation internationally. When using EOR services, foreign companies can enter a new market and operate their business without worrying about compliance issues. Being a legal employer, EOR companies mitigate compliance risks by shielding your business from potential tax liabilities, legal disputes, and non-compliant activities.

2. Access to Global Talent

EOR services allow companies to access a diverse talent pool without establishing a legal entity in a different target country. Companies can hire skilled professionals quickly and compliantly regardless of geographical barriers with employer of record (EOR) support. Small companies can compete globally by accessing specialized skills readily unavailable locally. Accessing and leveraging a global talent pool is key to staying competitive in a rapidly evolving global marketplace.

3. Reduced Administrative Burden

EORs help reduce the administrative burden of businesses as your EOR partner is solely responsible for handling HR services related to your international employees. On your behalf, EOR companies handle payroll, tax filing, and benefits administration, freeing up your valuable time and enabling you to focus on your core business tasks. Also, employer of record (EOR) services help improve the overall employee experience and productivity.

4. Saving the Cost of Setting Up a Legal Entity

Due to the unique nature of the EOR model, a global enterprise can work with dedicated full-time employees and operate its business without establishing a legal entity in the target country. Using EOR services saves businesses from spending hefty sums and making the upfront capital investment required for setting up a legal entity in a foreign country. It’s a major EOR benefit for small & medium enterprises (SMEs) aiming to set foot in a new market with minimal investment.

Know More: 7 Benefits of Employer of Record Services

When to Choose Employer of Record (EOR) Over a Subsidiary Company?

Under certain circumstances, using EOR services makes more sense than forming a subsidiary company. One obvious reason is cost efficiency, which drives the rising demand for EOR services. Let’s explore when businesses, especially SMEs should use EOR services rather than setting up a subsidiary company.

Easy Entry into a Foreign Market

Opting for EOR services is better than a subsidiary company when global companies wish to enter a foreign market easily and compliantly. EOR companies have a deep knowledge of the local market and well-established infrastructure. Using such facilities, a global company can easily set foot in a foreign market without worrying about compliance issues and spending upfront capital. Forming a subsidiary company normally takes a much longer time as compared to EOR services. For instance, subsidiary formation and making it operational to onboard resources can take nearly 3-4 months in India.

Low-Cost Investment and Operations

Partnering with EORs is the best option if you’re looking for low-cost investment and operations in a foreign market. With your EOR partner, you can easily build a team and operate your business without establishing a subsidiary company in the target market. Setting up a legal entity in a foreign country generally needs substantial upfront capital, which is approximately 4.5 times costlier than EOR services.

Quick Business Operation

EOR services are more suitable when companies want quick business operations in a foreign market. With EOR infrastructure support and networks, a foreign company can quickly operate in a new market within a few days. It takes around 2-3 days to start a business operation in India through EOR services if the company already has some resources and has decided on its office location. Or else, you can form a new team with EOR recruitment support and start your operation.

Testing the Water

Choosing EOR services is a better option for experimenting and testing the ecosystem of the new territory. The key reason is that one can’t predict the actual actions and consequences when planning for international expansion. With minimal risk and investment in the EOR model, companies can temporarily assemble a remote team in the target country and test the team without making long-term commitments. If the market is unsuitable for your business, you can easily dissolve the team and exit the market with minimal complications.

A Successful Subsidiary Operation

Opting for EOR services is an ideal foundation for a successful subsidiary operation. This is one of the key benefits of EOR services for large companies looking for an effective operation after setting up a subsidiary company. Through working with EORs, foreign companies can learn more about the local culture, work culture, employees’ work expectations, compliance requirements in the region, and customer behavior of the target markets.

Know More: Employer of Record: To Simplify Subsidiary Formation in India

Employer of Record (EOR): Not a Service That Fits All

Although employer of record services offer various advantages compared to other business models, it’s not a service that fits every business circumstance. In some contexts, choosing other models, such as outsourcing, hiring independent contractors, and forming a subsidiary company can be more meaningful. Let’s explore those business circumstances under which EOR is not a suitable service model.

Looking for blue-collar workers or manufacturing: If you’re looking to hire blue-collar workers or manual laborers, EOR services can’t help. Also, EOR services aren’t suitable for manufacturing.

Focusing on marketing or product sales: EORs aren’t a suitable service for your product promotion or sales. If your focus is product sales or marketing, opening a sales branch, or incorporating a subsidiary company in the target market is more suitable. Yet, there is an exception to this. If you want to sell your products by building a sales department in India using EOR, the invoice will be in your company’s name. Also, you must pay 18% goods & services tax (GST) to your Indian EOR partner.

Hiring a large remote workforce: If you’re looking to expand your business rapidly in the target market by hiring a large number of remote professionals, EOR is not a good option. EOR service cost will be significantly higher when you add more employees, say more than 45 employees. At certain points, keeping many employees under the EOR payroll can be costly; forming a subsidiary company would make more sense.

Hiring by large companies with established brands: Using EOR services may not be a good option for established brands as they can easily hire employees without EOR assistance. However, it depends on which team these brands are hiring for.

Looking for absolute control over employees: In the EOR model, some authorities are delegated to the EOR service providers so that they can execute the HR administrative functions of employees on your behalf. Forming a subsidiary company makes sense if you want absolute control of your employee administration and performance.

Having a team with a low-salary bucket: In the EOR model, businesses must provide certain mandatory and statutory benefits for their employees to comply with employment regulations. Using EOR services can be a less cost-effective solution for a team with low-salary packages.

Need services for short-term projects: Hiring contractors or freelancers would make more sense for short-term projects. In the EOR model, you must provide employee benefits, which isn’t suitable for short-term projects. Also, depending on the complexity of the job designation, hiring EOR employees may take time, say at least a few weeks or months.

These are some business situations where EOR services don’t rightly fit in. If your requirements don’t fall into those business circumstances mentioned above, using EORs is the best option. Once you completely understand the advantages and disadvantages of EOR services, let’s understand how to choose the best EOR service provider. Before choosing your EOR partner, however, you must set your priorities—target market(s), business strategies, and, most importantly, business goals.

How to Choose the Right Employer of Record?

Choosing the right EOR service provider is not straightforward as it depends on various factors—type of industry, business size, business nature, and business goals & objectives. Irrespective of your business size or nature; however, it’s imperative for every business to consider the following five criteria when selecting the right EOR service provider.

1. Professional Expertise

You must look for an EOR partner with a good track record of professional expertise in providing compliance assurance and handling various employment-related functions. Check case studies, client testimonials, and company certifications, and also get referrals & references from previous clients.

2. Transparent Service Pricing

Choose an employer of record (EOR) service provider that offers an upfront service price to avoid unexpected costs and budget overruns. Transparency in pricing means a clear pricing structure without hidden fees. Compare price offers of different service providers and select the best one that comes under your budget.

3. Customized Service

Different businesses have unique needs due to their varied sizes, work nature, and strategies. Choose an EOR partner offering tailored services and solutions to your specific needs. Also, your EOR partner must charge only for the services you use, which can reduce your budget burden.

4. Flexible Contract Terms

Flexibility in contract terms is an important criterion you must consider when choosing an EOR service provider. Business needs change from time to time due to the changing market conditions. You must look for an EOR partner that offers flexible contract terms to easily swift one service to another and allow you to terminate the agreement with good reasons.

5. Experience in Your Business Industry

If your business is based on niche markets, you must look for EOR services with experience handling clients in such specific markets or industries. Also, ask for references and case studies of clients working in a similar market or industry to validate the expertise of EOR service providers.

You can include other criteria to expand your research that help you choose the best EOR service providers. However, you must consider these five criteria when examining the knowledge and experience of your potential employer of record (EOR) partners. Ultimately, your EOR partner must fulfill your immediate needs and support for a successful operation.

Know More: How to Choose the Right Employer of Record (EOR)?

When to Use an Employer of Record

In the following situations especially an Employer of Record company is helpful:

• International Expansion: An EOR service provider helps with compliant hiring and supervision of local staff when one is entering new markets without a legal business.
• Remote Workforce Management: An global Employer of Record guarantees compliance with varied local labor rules for businesses using remote workers across several countries.
• Short-Term Projects: An EOR lets you quickly set up compliant employment free from long-term commitment while working on projects abroad.

Why Do You Need EOR for Business Operations in India?

India has emerged as one of the most attractive countries when looking for the right destination for global expansion. There are multiple reasons why businesses find India a promising destination for business operations. The availability of a skilled workforce, cost-effective operation, government support, thriving startup ecosystem, growing market potential, and stable political environment are major reasons for eyeing India as a key destination.

However, entering the Indian market without a local guide or expert can be daunting and risky due to legal complexities, cultural differences, work culture differences, and more. This is where the employer of record (EOR) services come to your assistance as a local guide in the Indian market. Let’s see how EOR helps you access numerous advantages and expand business operations in India.

Talent Availability & English Proficiency

The abundant availability of a large English-speaking population and skilled talent is one of the primary reasons global companies prefer to expand their business operations in India. Each year, India produces a large pool of highly educated professionals who graduate from top Indian universities. Their skills can be used in various industries, including information technology, engineering, design, medicine, and finance. Through EOR, you can take advantage of building remote teams in India by hiring top talent smoothly and employing them compliantly.

Cost-Effectiveness in Hiring Indian Talent

One significant advantage of hiring Indian talent is its cost-effectiveness. Compared to the West, India offers a cost-effective workforce that allows SMEs to pursue Indian expansion with a limited budget. Working with an employer of record (EOR) partner, you are completely protected from compliance risks and hefty financial penalties in case of non-compliance with employment regulations. As compared to other employment models, EOR services are highly cost-saving options.

Government Support & Tax Benefits

Over the years, the Indian government has taken several initiatives to increase investment inflows from foreign countries and facilitate ease of doing business. On various occasions, India entered into multiple bilateral agreements with major global economies to boost cross-border business opportunities by reducing tariffs and providing tax incentives. In India, EOR services attract zero-rated goods and service tax (GST) as the service allows more employment opportunities for Indian talent in global companies.

Thriving Startup Ecosystem

India boasts a thriving startup ecosystem, characterized by the rising number of successful startup operations and a surge in entrepreneurial activities. Major Indian cities like Bengaluru, Mumbai, Delhi, Chennai, and Pune have become the hotspots for innovation and entrepreneurship, leading a path for a supportive ecosystem for startups. You can decide on any office location for your EOR employees and EOR service will provide IT and infrastructure support for your new office.

Market Growth Potentials

India’s impressive economic growth in the last decade has attracted the attention of foreign companies across the globe. With the increasing middle-class population and a vast consumer base, foreign companies can tap into this rapidly growing market and expand their customer base. Partnering with EOR services, a foreign business can easily learn about Indian cultural differences and work culture to ensure a successful business operation. EOR services also help you establish a legal entity in India when your team grows significantly in the Indian market.

Employer of Record (EOR) Pricing in India

You’ll find two types of employer of record pricing in India. Some service providers charge their fees based on the percentage (5-18%) of the aggregate monthly salary of employees. On the other hand, some employer of record service providers offer a fixed service fee ranging from USD 199-499 per employee monthly. The pricing variation is due to various reasons, such as the type of services availed, project complexities, etc.

Also, it’s crucial to understand the difference in the pricing factor between local EOR and multi-country EOR when determining the overall EOR service cost. To get a clear picture of the EOR pricing in India, you can learn the cost of building remote teams in India.

On average, the local EOR service charge in India for running a team of 6 EOR employees—a manager, two seniors, and three junior employees will be around USD 10,000 monthly. When running the same 6 EOR employees through multi-country EOR service providers, the service pricing of EOR in India will be around USD 13300 monthly. The estimated cost of employer of record (EOR) services mentioned above is the overall charge for a full range of services ranging from recruitment and compliance assistance to payroll and HR administration.

Is Remunance an EOR?

Indeed, Remunance provides Employer of Record services to help businesses in India hire and oversee staff members without having to create a formal corporation. Their handling of HR, compliance, payroll, and other administrative chores helps companies to concentrate on their main business activities.

Why Remunance as Your Reliable EOR Partner in India?

Remunance was founded by Rajendra Vaidya in 2020. The company is one of the thought leaders and seasoned players in the Indian EOR industry. Being a local EOR company in India, it has displayed its strengths in establishing a formidable network to ease employment in the Indian market. The company has a fixed and transparent pricing structure for employer of record services, which ranges from USD 149-299 per employee monthly. Flexible contract terms and a unique approach to HR administrative support are key aspects that set it to stand out from competitors.

Being an ISO-certified company, Remunance is completely aware of various data protection regulations for our clients. The company ensures data security and personal data protection to comply with Indian compliance regulations and other regulations such as the General Data Protection Regulations (GDPR).

Specializing in compliance support, human resource (HR) services, payroll processing, etc, Remunance offers all-in-one solutions to ensure smooth team building and business operations. The company keeps abreast of the Indian laws and legal systems to ensure that client companies can continue their business operations in India without any compliance risks and legal liabilities.

At Remunance, we value transparency and trust when doing business with us. So, we focus on ethical business practices to ensure sustainable business growth. While we take full responsibility for handling the administrative functions of your Indian team, you can devote your time to increasing your business bottom line.