Employer solutions
Contractor Management
Through our specially developed contractor hire model, we can pay your workers in 140 countries
How we can help
We handle the Contractor Management Process from start to finish
Have a network of remote contractors?
No problem! Through our specially developed contractor hire model, we can pay your workers in 140 countries.
And if you need expert advice on ensuring your contractor workforce are set up compliantly, our global employment experts will work with you to ensure you avoid any possibility of worker misclassification.
WHAT to expect
So what is “Misclassification” and why should I be concerned about this?
Depending on the nature of the work undertaken, workers will either fall into the category of “employee” or “contractor”. Understanding the differences here is critical as getting it wrong could have serious implications for your business. If a contractor is ultimately deemed to be an “employee” in Germany, this could lead to the company facing criminal liability due to the non-payment of social security contributions to the German authorities.
Some of the considerations to take into account when determining the true classification of a worker would include the following; do you govern how the work is undertaken and the hours they work? In some countries, this could mean the worker is actually an employee.
What are the main differences between “contractors” and “employees”?
Contractor
- Contractors usually submit a monthly invoice for their fees.
- Fees are paid direct to the contractor gross, without any local deduction of tax or social security.
- Contractors do not receive any local statutory benefits for their services.
Employee
- Employees are paid a fixed annual (paid monthly) salary in the local currency.
- Tax and social security contributions are deducted at source and disbursed to the local competent authority.
- Employees are entitled to statutory benefits in the local country.
WHAT to expect
So what happens if my remote contractor workforce should be employees?
Well you can convert a contractor to an employee at any time and we are experienced in facilitating this process.
Note, this isn’t without its challenges, but our expert team can advise you on the pitfalls and important points to consider as part of such a project. For instance, a contractor may not want to convert to an employee.
It is likely that the overall compensation package (net take home pay) will be less then what they are accustomed to receiving each month. But they may not be familiar with the additional benefits they would be entitled to when working as an employee (holiday entitlement, paternity/maternity pay, healthcare and so on).
Through our consultative approach, we will work with you and your contractor to ensure they have all the information needed to make this a seamless transition.
Agility EOR Benefits
When you choose Agility EOR we guarantee Contractor Management Process that benefits your business, anywhere in the world.
Compliance
We are on top of regulatory changes in each territory so you can relax.
Cost reduction
Allow our economies of scale to work in your favour.
High Service Levels
You and your employees have a dedicated account manager.
Fixed Cost Pricing
We will agree our professional fees up front based on your needs - no nasty surprises!
Consolidated Invoicing & Payments
Make one monthly payment to cover all your tax, social and wages costs from one to one thousand employees.
Fast delivery
You can be working in most territories with days on our infrastructure.
Reduced Risk
All wage taxes are remitted in full to the competent authorities by professionals ensuring liabilities are met, giving you peace of mind.
Supply Chain Transparency
We only pay employees through local full employed solutions meaning payroll tax is paid on all funds.
Save Time and Money
Our expertise is at your disposal. The need for you to have internal HR, Payroll and admin staff is eliminated.
Global EOR Coverage
We can help manage employees in .
Find out where we can manage contractors overseas
Learn more
Frequently Asked Questions
We find that most of our clients are in the Tech, IT, Finance and Professional Services industries. However, we have acquired the skills, knowledge and experience to help all industries across the globe.
Our experienced team are able to provide you with you our EOR service in pretty much any country in the world, from UK, Spain and Mexico, through to the Faroe Islands, Dominican Republic and Jersey. Discover our Global EOR Coverage
As a private company, we’re not beholden to shareholders or asset-shredding Private Equity targets. We aim to build long-term relationships with our clients. At Agility EOR, our approach is that we never forget that our business is all about people. Our Employer of Record solutions are tailored to each requirement, not a one-size-fits-all tech platform. We do the right thing by our clients and by the laws of each country we operate in. And we believe in openness; if we don’t feel we can offer you the best solution for a specific territory, we’ll say so.
We pride ourselves on our personable-approach so once you enter your new employees details into our dedicated platform, we’ll arrange a call with you to go through the details of the employment contract where together we can review and amend to your requirements. We liaise directly with your employee to build a rapport and obtain the necessary information to hire them compliantly, and set them up ready for their first payroll.
We never stop delivering! Even if you’re employee has been onboarded and is happily working for you and being paid each month, we’re here to partner with you whenever you or your employees need us. Even your ex-employees may need our assistance for tax documents, proof of employment requests etc… Our service never stops!
Without Agility EOR, our ability to move quickly and scale would be extremely limited. Superb work from A to Z.
Carol Oliveira
Useful guides
Take a look at our latest guidance when it comes to expanding your business overseas. Visit our Resource Centre for more guidance or get in touch to discuss a specific requirement.
