Global Employer of Record

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.

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.

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