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- EORs enable hiring in new countries within 5-10 days without entity setup costs ($10,000–$50,000+), handling compliance, payroll, and local labor laws to reduce legal risk and HR workload.
- The major pros are speed and simplicity. You get rapid market entry, full compliance management, and access to global talent without the hassle of setting up legal entities.
- The cons include high recurring fees per employee that add up quickly, less control over employment contracts, and relying on a third party to get local compliance right.
- EORs make sense for testing markets or managing small teams (under 15 to 20 employees), but larger, long-term operations are usually more cost-effective with a local entity.
The global employer of record market is poised for significant growth, starting at USD 5.59 billion in 2025, rising to USD 5.97 billion in 2026, and projected to reach USD 10.46 billion by 2033, driven by companies seeking faster, compliant ways to access international talent without the complexity of entity setup.
An Employer of Record (EOR) handles employment compliance, payroll, taxes, and local labor law adherence, allowing you to focus on your core business. But like any strategic decision, using an EOR comes with trade-offs. While it offers speed, compliance expertise, and access to global talent pools, it may also introduce concerns around cost, control, and third-party dependency.
Let's break down the pros and cons of hiring with an EOR so you can make an informed decision for your global expansion strategy.
What are the Pros of Using an Employer of Record for Hiring?
Let's explore the key advantages of using an EOR and why it's become the go-to solution for companies accessing global talent.
1. Enables rapid market entry and expansion
Traditional entity setup in a new country can take 3 to 6 months and cost anywhere from $10,000 to $50,000 or more. EORs eliminate this barrier entirely.
With an EOR, you can hire employees in new markets within 5 to 10 days without establishing a legal entity.
This speed to market advantage is critical when you need to:
- Capture opportunities quickly in emerging markets
- Test new regions before committing to full entity setup
- Respond to client demands in different time zones
2. Ensures full compliance with local labor laws
Navigating employment regulations across different countries is complex and risky. Each jurisdiction has unique requirements for contracts, taxation, working hours, benefits, and termination procedures.
For example, Brazil requires employees work a maximum of 44 hours per week, with overtime compensated at 150% of regular pay. In Italy, failing to file a tax return can result in penalties ranging from 120% to 240% of taxes due.
An EOR ensures compliance with:
- Worker classification and employment status
- Local onboarding procedures and documentation
- Working hours, overtime, and leave policies
- Taxes, payroll, and mandatory deductions
- Compensation structures and statutory benefits
- Employment contracts that meet local legal standards
- Independent contractor management
This significantly minimizes the risk of non-compliance, allowing you to focus on your core business.
3. Prevents costly employee misclassification
Employee misclassification occurs when an employer wrongly categorizes a full-time employee as an independent contractor or another non-employee status, contrary to local employment laws and regulations.
- Misclassifying employees is a costly error with severe consequences:
- Fines and penalties from labor authorities
- Back pay for wages and benefits
- Retroactive benefits coverage
- Loss of business license
- Potential jail time in extreme cases
The risks are real: as evident in the 2015 FedEx case, where the company paid a $228 million settlement for misclassifying drivers as independent contractors in California.
EORs help mitigate these risks by ensuring that workers are classified correctly according to local employment laws and regulations.
4. Provides access to global talent and low-cost markets
Every organization faces challenges in accessing talent in regions where labor costs may be lower or specific skills are in high demand.
Brazil, for example, offers a skilled workforce with competitive labor costs, but its complex labor laws and tax regulations pose big challenges for international employers.
EOR providers enable you to:
- Hire employees from various locations compliantly
- Access regions with lower labor costs
- Tap into specialized skill pools unavailable locally
- Build a diverse and skilled workforce
- Drive innovation through varied perspectives
Example:
If a technology startup based in the United States wants to hire software developers with expertise in artificial intelligence (AI), it can partner with an EOR with a global presence. The startup gains access to a talent pool of AI specialists from countries like India, China, and Eastern Europe, where AI talent is abundant.
5. Streamlines onboarding and administrative processes
Onboarding an employee globally involves complex legal requirements and administrative tasks. From compliance with labor laws and tax regulations to conducting background checks, the process is lengthy and complicated.
For instance, Switzerland has strict limitations on background checks:
- Credit checks are restricted
- Medical screenings are limited to specific industries
- Criminal background checks have a narrow scope
An EOR streamlines this process by:
- Handling legal and administrative requirements in compliance with local laws
- Using SaaS-based platforms to collect employee information efficiently
- Performing compliant background checks
- Completing necessary documentation quickly
- Generating legally compliant employment contracts
With an EOR's streamlined process, you can onboard a new employee in another country within minutes, without the hassle of establishing a new entity.
6. Reduces HR and finance team workload
Managing payroll, benefits, taxes, and other employment-related tasks across different regions can be challenging for in-house HR and finance teams. Navigating complex and evolving regulations increases the risk of errors, non-compliance, and potential legal issues.
EORs specialize in managing employment compliance across various jurisdictions, leveraging technology to streamline and automate:
- Payroll processing and salary payments
- Tax calculations and filings
- Benefits enrollment and administration
- HR documentation and record keeping
- Compliance monitoring and updates
By relieving HR and finance teams of administrative burdens, EORs enable these teams to focus on strategic initiatives and core business activities.
7. Offers competitive benefits to attract top talent
Organizations often struggle to attract top talent, especially if they are limited to sourcing candidates only from a specific geographical area or if they lack access to the specialized skills required for certain roles.
An EOR helps you compete for the best candidates by providing:
- Access to a wide range of skilled professionals globally
- Comprehensive health insurance packages
- Retirement and pension plans
- Wellness and mental health programs
- Competitive compensation aligned with local markets
- Additional perks that match regional expectations
By accessing talent pools from different regions or countries, organizations can attract candidates with diverse skill sets, experiences, and perspectives.
8. Scales efficiently with SaaS technology
SaaS-based EORs offer a cloud-based solution, which you can access from anywhere with an internet connection.
Key benefits include:
- Streamlined repetitive tasks like onboarding and payroll
- Automated benefits administration
- Real-time access to employee data and reports
- Rapid workforce expansion without infrastructure investments
- No software updates or IT overhead
Gloroots, one of the best SaaS-based EORs, offers businesses greater flexibility, efficiency, and cost-effectiveness in managing employment processes, thus making it a valuable alternative to traditional EOR models or in-house management.
What are the Perceived Cons of Using an Employer of Record for Hiring?
While EORs offer significant advantages, many companies have legitimate concerns about using them. Let's address the most common fears and show how the right EOR partner can help you overcome them.
1. High recurring costs that scale with headcount
- EORs typically charge $200 to $500 per employee per month.
- While this is cheaper than entity setup upfront, these recurring fees can become expensive as your team grows, especially compared to managing employees through your own entity.
How Gloroots helps: We offer transparent, competitive pricing with no hidden fees. Our platform provides clear cost breakdowns upfront, and for larger teams, we work with you to find scalable solutions that balance cost efficiency with compliance.
2. Reduced control over HR policies and employment terms
Operating through an EOR means the EOR is the legal employer, which can limit your direct control over employment contracts, benefits packages, and HR policies.
It can impact
- Project management
- Resource allocation
- Employee communication
- Potentially hindering your team's agility.
How Gloroots helps: While we serve as the legal employer, we work closely with you to customize employment terms within local compliance frameworks. Our dedicated account managers ensure your company culture and policies are reflected in employment arrangements wherever legally possible.
3. Misalignment in company goals and standards
The client company and the EOR may have different goals, standards, and approaches to employment.
This misalignment can lead to friction or inefficiencies in areas such as
- employee engagement
- workplace culture
- performance expectations
How Gloroots helps: We view ourselves as an extension of your team, not just a service provider. Our consultative approach means we take time to understand your business objectives, culture, and employee experience goals to ensure alignment in how we manage your global workforce.
4. Dependency on third-party compliance expertise
Your success relies entirely on the EOR's competency.
Any mistakes in:
- Local compliance
- Payroll errors
- Mishandling of employee issues
could directly affect your business and expose you to legal risks.
How Gloroots helps: We have in-country legal and HR experts in every market we serve, backed by rigorous compliance monitoring and regular audits. Our track record speaks for itself. We've successfully managed employment compliance for hundreds of companies across 140+ countries without major compliance incidents.
5. Hidden costs and unexpected fees
Some EOR providers quote an attractive base price but add hidden costs over time, including
- One-time setup fees
- Administrative fees for compliance issues
- Termination fees
- Currency exchange markups
- Charges for specialized services like legal consultations.
For example, while an EOR is typically responsible for penalties due to non-compliance, in some cases, the client company may still be held liable for violations, resulting in unexpected fines or legal fees.
How Gloroots helps: We believe in complete pricing transparency. All costs are outlined upfront in our service agreement. No surprise fees, no hidden charges. Our fixed-fee model or percentage-based pricing is clearly explained before engagement, and we provide detailed invoices so you always know what you're paying for.
6. Limited customization of benefits and policies
Tailoring benefits or specific employment terms to align perfectly with your parent company's culture and values can be difficult when working through an EOR, potentially affecting employee satisfaction and retention.
How Gloroots helps: We offer flexible benefits administration that allows you to supplement standard local benefits with additional perks that reflect your company culture. Our platform makes it easy to manage custom benefit packages while maintaining local compliance.
Quick Comparison: Employer of Record Pros and Cons
EORs are ideal for:
- Rapid expansion
- Market testing
- Small to medium teams (under 15 to 20 employees) in new countries.
For large-scale, long-term operations, establishing your own entity becomes more cost-effective.
What Are The Best Practices for Mitigating Employer of Record Risks?
Utilizing an Employer of Record can offer numerous benefits, but it's crucial to implement best practices to mitigate potential risks and ensure a successful partnership. Here are some strategies to consider:
1. Look for transparency in pricing
To avoid surprises, understand your EOR's fee structure and how pricing may vary based on factors such as
- The number of employees
- The scope of services and locations
- Other potential costs that might add up in the future.
2. Conduct thorough due diligence
Before engaging an EOR, evaluate their
- Reputation
- Track record
- Expertise
- Financial stability
Also, ensure they have experience in your industry and location.
3. Establish clear contractual agreements
Negotiate a comprehensive contract with the EOR that clearly outlines
- Roles
- Responsibilities
- Expectations
- Service levels
4. Maintain regular communication and reporting
Regularly communicate with the EOR and request periodic reports and updates on
- Employee status
- Compliance activities
- Any relevant HR metrics.
How to Choose the Right EOR Partner?
Step 1: Evaluate Your Business Objectives
Start by clarifying why you need an Employer of Record.
Ask yourself:
- Are you expanding into new markets without setting up a local subsidiary?
- Do you need to onboard international or remote employees quickly?
If you answered “yes” to any of these, an EOR can be a strong fit.
However, it’s critical to assess whether the EOR has the expertise and operational capacity to support your specific hiring goals.
Step 2: Research Provider Expertise
Not all EORs offer the same level of regional or functional depth.
Evaluate the provider based on:
- Experience in the countries where you plan to hire
- Knowledge of local labor laws and employment regulations
- Efficiency in global payroll processing
- Strength of compliance frameworks
- Track record and reputation for ongoing support
A proven presence in your target regions reduces operational and compliance risk.
Step 3: Assess Your Company’s Risk Tolerance
EORs take on legal employment responsibilities, but risk levels still vary.
Consider:
- How much compliance and legal risks you are willing to delegate
- Whether the EOR’s compliance processes align with your internal risk standards
- The level of protection they provide against misclassification, penalties, and disputes
Your EOR’s risk posture should match your company’s tolerance for legal and regulatory exposure.
Step 4: Conduct a Cost-Benefit Analysis
EOR pricing models typically fall into two categories:
- A percentage of the employee’s total cost to the company (CTC)
- A fixed monthly fee per employee
To avoid surprises:
- Request full pricing transparency upfront
- List all direct and indirect costs, including setup fees, service charges, and exchange fees
- Compare these costs against the operational, legal, and speed-to-market benefits
Also factor in non-financial considerations such as flexibility, scalability, and uncertainty. Tools like the Gloroots Salary Calculator can help estimate remote employee salaries and improve budget planning.
A structured cost-benefit analysis ensures your EOR decision aligns with both business priorities and financial objectives.
Navigate the Global Talent Pool Easily with Gloroots
Ready to expand globally with ease? Partner with Gloroots, your trusted Employer of Record service provider. Our rapid onboarding process, multi-currency payroll, and team of experts make it easier for you to hire, onboard, and pay talent in over 140 countries.
Book a demo to learn more about our Employer of Record services!
FAQs
What is an Employer of Record (EOR)?
An Employer of Record (EOR) is a third-party organization that becomes the legal employer for your workers in countries where you don't have a legal entity. The EOR handles payroll, taxes, benefits, and compliance while you maintain day-to-day management of your employees.
How much does an Employer of Record cost?
EOR pricing typically ranges from $200 to $500 per employee per month. Costs vary based on setup fees, benefits, service charges, currency exchange, and local employment liabilities.
What are the main pros of using an EOR?
EORs enable fast market entry, ensure local labor law compliance, and eliminate entity setup. They reduce HR overhead while giving access to global talent at scale.
What are the cons of using an EOR?
Costs increase as headcount grows, and you may have less control over employment terms. Some providers also have limited benefit customization or unexpected add-on fees.
When does it make sense to use an EOR vs. setting up your own entity?
An EOR is ideal for market testing, small teams, or short-term expansion where speed matters. Own entities make more sense for large, long-term operations in one country.
Ready to take the first step?
Request a demo now and learn how you can focus on building, without worrying for compliance, ever!
