The deep source for
EOR intelligence
worldwide.
The most comprehensive Employer of Record intelligence platform on the web. Cost modelling, compliance risk ratings, hiring guides, and country-by-country EOR data — everything EOR firms and global employers need in one place.
Explained
What is an Employer of Record?
An Employer of Record (EOR) is a third-party company that legally employs workers on your behalf in a country where you have no legal entity. You direct the work. The EOR handles the employment contract, payroll, taxes, benefits, and compliance.
The EOR becomes the legal employer on paper. Your company retains full operational control — you set the job scope, working hours, and performance expectations. The EOR takes on the compliance liability.
EOR is not the same as a staffing agency. The workers are dedicated entirely to your organisation. They are not shared or placed on short contracts by default. EOR is a permanent hiring solution for companies that have not yet set up a local entity.
The key distinction
With direct employment, your company is legally responsible for every payroll error, missed filing, and wrongful termination claim. With EOR, that liability transfers to the provider — who specialises in exactly this.
When to use EOR
Hiring fast in a new country
EOR lets you place an employee in days, not the months it takes to set up a legal entity.
Testing a new market
Before committing to a permanent entity and the costs that come with it, EOR is the low-risk entry point.
Avoiding compliance risk
Labour law, payroll taxes, and termination rules vary enormously. Your EOR provider carries that liability.
Short-term or project-based roles
When you need someone for 6–24 months, EOR is almost always more cost-effective than entity setup.
Small headcount per country
Running a legal entity for one or two employees rarely makes financial sense. EOR solves this cleanly.
Controlling upfront cost
No setup fees, no accountants, no registered agents. EOR converts fixed overhead into variable cost.
Comparison
EOR vs Direct Employment vs PEO.
Three models for employing people internationally. Each has its place — the right choice depends on headcount, timeline, and how long you plan to operate in the market.
PEO (Professional Employer Organisation) is a co-employment model, primarily used in the US. EOR is the global equivalent and does not require a local entity.
Cost Estimator
Estimate your EOR cost
before you commit.
Select a country, enter your headcount and average salary. We calculate the estimated total employer cost including social security, taxes, and the EOR provider markup.
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By Country
Browse EOR guides by country.
All countriesCompliance risk levels, typical hire speed, and EOR recommendations for all 23 active countries.
EOR ideal for initial Australian hires
EOR recommended — Belgium has complex social security and labour law
EOR strongly recommended for initial Brazil hires due to complex labor laws and high termination costs.
EOR ideal for multi-province hiring or international market entry
EOR ideal for initial Danish hires — flexible labour market but high costs
EOR strongly recommended for Ethiopia given complex local regulations and limited infrastructure
EOR strongly recommended — France is high complexity
EOR strongly recommended for first German hires
EOR ideal — Ireland is the easiest EU EOR market
EOR strongly recommended — Italy is one of Europe's most complex employment markets
EOR with careful provider selection — Japan requires specialist knowledge
EOR ideal for first Dutch hires
EOR strongly recommended for Nigeria due to complex regulatory environment and compliance risks
EOR well-suited for Norwegian hires — high costs but straightforward compliance
EOR recommended for Polish hires — cost-effective market with moderate compliance complexity
EOR recommended for Portugal — growing tech hub with moderate compliance requirements
EOR ideal for APAC market entry via Singapore
EOR recommended for first Spanish hires
EOR well-suited for Swedish hires — high employer costs but transparent compliance
EOR recommended for Switzerland — high-cost market with unique cantonal rules
EOR well-suited for UAE market entry
EOR for first 1–5 UK hires
EOR for multi-state hiring or international companies entering the US
Go deeper
Need the full payroll picture?
Every country page includes full income tax brackets, social security rates, employment law, and a detailed payroll calculator.