Employer of record

Expand your global workforce with confidence. Our employer of record (EOR) solutions enable businesses to hire, onboard, pay, and manage talent internationally without setting up a local entity, to help ensure compliance, speed and cost-efficiency across jurisdictions.

Talk to our global EOR experts

Our employer of record solutions

We offer a cross-border employment solution that simplifies talent hiring and management in new markets. This service allows you to lead your team's day-to-day work, while we serve as the legal employer, managing payroll, benefits and local employment compliance for your global team.

Our comprehensive EOR services include:

Compliant employment contracts
Locally tailored agreements that meet jurisdictional requirements and protect your business interests.
Payroll and benefits administration
End-to-end management of statutory and optional benefits, processed through secure and compliant systems.
Onboarding and offboarding support
Seamless employee lifecycle management, with dedicated support for both employers and employees.
Compliance and governance
Built-in safeguards aligned to local labour laws, tax regulations, IP and data protection standards.
Local expertise
Access to in-region specialists who understand the nuances of each market.

Unsure if EOR or local company setup is right for you?

Every business has its own unique priorities, such as speed, control, investment level or strategic intent. EOR and Incorporation are not competing models but complementary paths to international growth. Our experts help you decide the right mix for your needs, backed by accounting, tax and immigration support.

Key considerations	EOR	Local company set up
Speed to market	Allows you to hire in days which can be favorable for companies testing new markets or starting operations quickly, while incorporation is underway.	This structured and more permanent approach, can sometimes take up to 12 weeks but typically allows you to have full operational control and brand presence.
Compliance and risk	We handle local compliance, including labour laws, payroll, tax filings and visa sponsorships.	Businesses assume full legal liability and must navigate evolving local regulations (e.g., Saudization/Nitaqat in KSA).
Cost efficiency	Avoid upfront investment in local offices, legal teams and local accounting resources.	Typically requires higher initial investment but can be more cost-efficient over time for established operations, particularly where ongoing headcount or revenue generation justifies entity creation.
Scalability and flexibility	Scale in or out with agility, which is perfect for market testing, short-term projects or hiring while awaiting entity setup.	Suitable for long-term growth and local business development. Once established, it provides stability and credibility for partnerships, contracts and client relationships.
Visas and permits	We manage visa sponsorships, renewals and employee mobility.	Entity sponsors employees directly for mobility and permanence. We provide full immigration support for entity-sponsored employees, ensuring regulatory compliance and smooth relocation processes.

Updated on 12 November 2025

Why choose Hawksford

With deep jurisdictional knowledge and end-to-end corporate services, we support clients from first hire to full-scale market entry. Whether through EOR or Incorporation, we can assist with strategic and cost-efficient expansion.

Comprehensive EOR and Incorporation solutions under one roof
Dedicated regional specialists and multilingual support
Integrated accounting, payroll and immigration services
Scalable structures tailored to your growth strategy
Single point of contact for multi-country operations

While the EOR model is a powerful solution for global expansion, its compliance is not uniform across all markets. Many jurisdictions impose mandatory restrictions, time limits or special licensing requirements. Our expertise lies in navigating this complexity.

FAQs

An EOR is a third party that legally employs staff on your behalf in a foreign country. The EOR assumes full legal responsibility for local payroll, taxes and employment compliance. The client company retains all day-to-day management and direction of the employee's work.

EOR: Legal employer; provides global employment and compliance without requiring your local entity.
PEO: Co-employer; used primarily for domestic HR outsourcing and benefits for companies with an existing entity. PEO is predominantly utilised in the United States of America, whereas EOR is typically preferred in other countries.
Contractor: Self-employed worker; provides project-based services; no employment relationship; best for short-term projects.

The EOR model is subject to various local regulations (e.g., time limits, licensing). EORs ensure compliance by:

Securing mandatory licences (e.g., Germany's AÜG, China's labour dispatch licence).
Drafting locally compliant employment contracts.
Managing statutory payroll, tax filings and social security contributions accurately.
Adhering to local severance laws and employee entitlements.

No, EOR services are suitable for companies of all sizes. They are especially beneficial for SMEs needing to hire quickly without the cost of establishing a foreign legal entity and market testing or hiring a single, remote global employee.

Restrictions on employees hired under EOR depend on the jurisdiction. In countries like China, EOR roles must be temporary, auxiliary, or substitute positions. Generally, EOR employees should not perform activities that would constitute a permanent establishment (PE) for the client company.

Yes, several markets impose limits, treating EOR as temporary labour, such as:

Germany (AÜG): typically, 18 consecutive months.
France (portage salarial): 36 months.

Exceeding the limit risks severe fines, penalties and could result in the employee being reclassified as a direct employee of the client company.

You can hire in most jurisdictions, but the EOR must adhere to local immigration and work permit rules.

Permanent establishment (PE) risk: Risk of triggering a corporate tax obligation if the employee's activities are not correctly structured.
Vendor compliance risk: Potential liability exposure if the EOR fails to meet local tax or labour law obligations.
Contractual control: The EOR legally holds the employment contract, which can limit the client's control over certain non-statutory HR decisions.
Intellectual property (IP) disputes: Risk if the employment agreement does not include robust clauses to secure the client's IP ownership.
Unforeseen costs: Potential for unexpected fees (e.g., set-up or termination costs) if not fully defined in the contract.

We provide a structured transition service using integrated corporate expertise.
We handle the compliant establishment of your new local entity.
We manage the transfer of employees from the EOR onto your new entity's local contracts and payroll.

Yes, this is a key benefit that we’re able offer; providing a seamless bridge to incorporation. We can ensure a compliant workforce and operational continuity while the entity setup is completed.

“We’ve been working with Hawksford since 2012 when we decided to set up our own entities in Asia. The China team is very professional and helpful. They took care of every step of business formation, giving us advice and responding to our needs in a timely manner. With their ongoing support in accounting, tax, and corporate governance, we have been able to establish our presence in Asia and would continue to work with Hawksford as a trusted partner.”

Sophia Zhou, APAC Finance Controller, Moleskine China

"Hawksford was able to help Boggi beyond its scope and has proven to be a key stakeholder of Boggi in Asia. In Singapore alone, Hawksford assisted Boggi in cultivating our connections with the most important landlords. This contribution allowed us to enter the Singapore market and open three stores.”

Paolo Selva, Boggi Milano

“Hawksford’s Hong Kong team were true professionals and great people, supporting our operation here in Hong Kong, and providing us with tailored services for finance and administration which perfectly met our requirements. They handled our enquiries promptly and were always focused on delivering excellent solutions.”

Summy Lee, Head of Business Development, North/East Asia and Pacific, Amann Group

"From the beginning, Hawksford took care of the essential business set-up, so that we could be up and running and operating successfully in a short timeframe. As a result of such a smooth entry into the UK, we have continued to use Hawksford for accounting services, financial statements, tax declarations and other general administrative services."

Anujin Baasanjav, Head Accountant, Gobi Cashmere UK