How To Identify and Replace a Poor Employer Of Record

I’m reading headlines, talking to my network and meeting prospective clients and I keep hearing about unsatisfactory performance from some supposedly leading EOR providers. Whether it’s questionable compliance, inaccurate billing or painfully slow response times, many EORs seem to be falling short. It’s therefore no surprise to me to see more companies exploring their options and realising the need to switch.

Is Employer of Record a Priority?

So why is there so often paralysis when a business seems to have real desire to make a change? They want to move employees from one EOR to another, but it just never gets to the top of the priority list. The process seems too daunting, and unfamiliar employment laws, local regulations, and contractual obligations appear unnavigable. That’s where Agility EOR steps in to make the transition straightforward, seamless and compliant.

At Agility, we understand that changing EOR providers isn’t just about paperwork, it’s about people. Employees need to feel secure, valued, and protected during any change. That’s why we approach each transfer with a consultative mindset, working closely with both the client and their employees to ensure no one is left worse off after a move.

Transfer of Undertakings Protection of Employment

In the UK and EU, employee transfers are governed by TUPE (Transfer of Undertakings Protection of Employment) regulations. These laws are designed to protect employees when the business that employs them changes hands or when the organisation legally responsible for their employment (such as an EOR) changes. TUPE ensures that employees maintain their existing terms and conditions of employment, including continuity of service. Around the world, similar protections exist.

Agility is well-versed in these regulatory frameworks. We ensure every transfer is conducted with full compliance to local labour laws and, crucially, we go further to safeguard employee wellbeing.

What sets Agility apart is our willingness to have real conversations, not just with our client, but with their people. We’re happy to speak directly with employees to answer their questions, explain what the transition means for them, and ensure they feel supported throughout.

We’re also flexible. Wherever possible, we tailor employment contracts to reflect existing terms, helping to preserve benefits, seniority, and other key aspects of the employment relationship. We’re not just ticking boxes, we’re making sure the spirit of the original contract is carried through.

Is It Difficult To Switch EOR?

I so often hear prospective clients say they are worried about the administrative burden of switching EORs. But with Agility, the process does not need to be complex. We manage the end-to-end process, including liaising directly with the outgoing EOR to obtain the necessary documentation and information. This keeps things smooth and stress-free for our clients and avoids unnecessary friction.

So, if you’re considering moving employees from an underperforming EOR, know that with Agility, you’re in safe hands. We’ll ensure a compliant, consultative, and above all human transition where everyone can move forward with confidence.