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When using an Employer of Record (EoR), businesses often face common complaints such as high costs, compliance issues, IP concerns and employee management challenges. These can include payroll errors, limited control over employees, challenges when and dissatisfaction with benefits. It's crucial for companies to be aware of these potential issues when selecting an EoR provider. By understanding these complaints in advance, businesses can make more informed decisions, ensuring the EoR aligns with their needs and mitigates risks associated with compliance, communication, and employee satisfaction. Careful selection of an EoR partner can help avoid these challenges.

Did you know that companies can hire remote employees across Europe without using an Employer of Record (EoR) or setting up entities? Companies can hire remote employees across Europe, directly, as a foreign employer. 

When considering hiring solutions in Europe, two key solutions exist; direct employment as a foreign employer, and contracting Employer of Record (EoR). While both aim to simplify the complexities of international employment, they operate differently and come with their set of pros and cons. Here, we explore the key differences between hiring as a foreign employer and an Employer of Record, spotlighting how each impacts your hiring costs and operations.