Watch Our Platform In Action

An EOR benefits organizations of various sizes and sectors. However, it is particularly valuable to companies that:

• Are unsure if they will be in the market for five or more years
• Have international headcounts between one and 20 supported employees
• Cannot delay their hiring timelines and need to be operational in new markets quickly
• Do not have the extensive financial and internal resources required for global expansion
• Require a bridged solution between an acquisition close date and entity readiness

Yes, an EOR uses locally compliant employment contracts to hire new members of your global team and becomes their legal employer.

Employee misclassification is a considerable risk in this situation. If the employer manages an employee’s day-to-day responsibilities, or if the employee reports only to that employer, the employee is not a true consultant.

Misclassification can result in severe fines and penalties. If you are unsure of the status of an employee, partnering with an EOR ensures compliant hiring.

Yes, we withhold individual taxes monthly and follow all local tax laws in their region.

Our monthly invoices include “employer burden,” which are mandatory taxes and payments that local governments require employers to pay into social security and other public programs.

Our team of local experts maintains up-to-date information on the in-country payment schemes, calculates the amounts due based on the supported employees’ salaries, and provides a detailed breakdown in your invoice.

No, there are no fees for termination. However, we do require 30 days’ notice to offboard any supported employee. Please remember that the statutory notice period for a supported employee in a given country may be longer than 30 days by law. Some countries have unique mandatory severance periods and payouts, which our team will help you navigate.

If you must offboard a worker, we ensure compliance with local severance requirements and termination regulations. Whether voluntary or involuntary, we assist our customers through country-specific nuances to ensure a smooth separation.

Our customers and supported employees rely on our global network of experts. We provide them with a designated Client Account Manager to act as a timezone-, cultural-, and language-appropriate contact.

Velocity Global’s regional teams remain current on local employment law changes and perform quarterly reviews to ensure accuracy and compliance with these laws.