Employee leasing services started in the US during the 1960s. However, it was only in the 1970’s that companies were incentivized to use them, following the Employee Retirement Income Security Act. This law contained a loophole that allowed employers to avoid offering pensions if their employees were leased. Then in 1982, another law stimulated further demand for employee leasing services as it contained some tax breaks.
Although many of these loopholes were closed, some employee leasing companies continued to flourish due to the economies of scale in areas like dental, vision and supplemental insurance.
At the time, many small and medium-sized companies were riding the wave of the 1980s economic boom but were expanding faster than their infrastructure would allow. This was popular with fledgling businesses, as they could guarantee labor law compliance without the need for an expensive internal HR team. They even helped bring stability to many smaller companies by ensuring they adhered to state and federal employment laws and taxes.
This industry spawned the Professional Employer Organization, or PEO, which has ballooned in the US. However, businesses today want to grow internationally as soon as possible and need a service to ease their expansion and navigate the challenges of overseas employment. While PEOs have helped US businesses, they have struggled as the world became more accessible. Demand for more agile and flexible solutions led to the Employer of Record (EOR) model.
Both EOR and PEO are employment solutions, but that’s where the similarity ends. An EOR does more than simply handle HR outsourcing. Its core function is to help companies employ overseas by removing the barriers to international expansion through its network of local entities worldwide.
An Employer of Record, also known as an EOR, is an organization that manages the legal, HR, tax and local compliance responsibilities of your employees in any country where you lack a legal entity. An EOR is a great option for any company with global ambitions, as it accelerates the process of employing overseas in a more cost-effective way than creating and managing dozens of local entities.
An EOR can onboard, manage and pay staff on your behalf. Consider it the legal employer while you, the client, retain the role of managing employer. For example, say you need to hire a team across various European countries – you simply provide the EOR with information about who and where and the remuneration details. The EOR then navigates the local laws and handles all the paperwork for onboarding the employees. This frees you of the cost, time and distraction of bureaucracy. More importantly, it allows you to focus on growing your business.
When a company partners with an Employer or Record, they enter into an agreement that allows the EOR to employ the staff through its local entity legally.. The EOR is responsible for handling HR support to guide both the employee and client through their entire global expansion, whether it’s a six-month assignment or a permanent position.
An EOR can onboard, manage and pay staff on your behalf. Consider it the legal employer, while you, the client, retain the role of managing employer and execute day-to-day management of the employees. As the legal employer, the EOR takes full liability of employees and minimizes any risk to the client. It ensures full compliance in every country where the company places employees.
A professional employment organization, commonly referred to as a PEO, undertakes some HR tasks like benefits enrollment and payroll. A PEO facilitates and manages part of a company’s HR processes including payroll and benefits like healthcare, dental and vision. It can even include hiring and training of staff.
This is helpful to some small- and medium-sized businesses, as it means they don’t need a designated HR team to support their staff. It also allows a company to offer their employees benefits like a pension or 401K, health and dental plan options, which may not have been available without the use of a PEO service, allowing smaller companies to a greater level of benefits. This is possible because a PEO can aggregate the employees of their companies, affording them greater negotiation power. This saving is then, in part, passed on to their clients.
Once a company has decided to work with a PEO provider, they sign a co-employment agreement. In this arrangement, known as a co-employment relationship, they contractually allocate and share the employer’s responsibilities and liabilities. This legally ensures that while the PEO will facilitate part of their HR requirements, they will only alleviate some of the risks,
An EORis suitable for any business planning to expand its operations and employ people overseas in a fully compliant and rapid manner. An EOR is a direct employment model, which takes on the risk while the client organization runs the day-to-day operations. This is a key difference between an EOR vs. a PEO.
Businesses seeking to offload some HR duties for employees located in the same country where their business is registered are more aligned with a PEO. A PEO is a co-employment model that shares the risk with the client organization, who also runs day-to-day operations.
Several factors come into play when deciding to use an employer of record vs. a professional employer organization. Each state has its governing law and tax rates in the US, where PEOs are most used. Using a PEO service is easy when all employees are in a single state, but as a company expands and sees the opportunities in other states, it becomes a whole new challenge. The business may need to register itself in every state it wishes to employ in.
PEOs are considered a good choice in the US for multi-state employment as, while the client business would still share the risk of hiring across states, the PEO can work at ensuring all of the individual taxes and labor laws are adhered to. An Employer of Record is 100% legal and operational in 160+ countries worldwide to solve your business needs. If your business wants to move employees globally, PEO is not the solution as co-employment in major economies like France and Brazil.
Expanding into new markets requires three key elements: time, cost and expertise. The complexities of global, regional, and local compliance require a trusted partner, like an Employer of Record (EOR), to break down the barriers to global expansion and drive successful revenue growth.
As an EOR with entities in over 160 countries, Atlas Technology Solutions can handle your international HR and payroll, local tax and compliance, benefits administration, visa and mobility needs. We empower you to dedicate your focus to growing your business.
Employee leasing services started in the US during the 1960s. However, it was only in the 1970’s that companies were incentivized to use them, following the Employee Retirement Income Security Act. This law contained a loophole that allowed employers to avoid offering pensions if their employees were leased. Then in 1982, another law stimulated further demand for employee leasing services as it contained some tax breaks.
Although many of these loopholes were closed, some employee leasing companies continued to flourish due to the economies of scale in areas like dental, vision and supplemental insurance.
At the time, many small and medium-sized companies were riding the wave of the 1980s economic boom but were expanding faster than their infrastructure would allow. This was popular with fledgling businesses, as they could guarantee labor law compliance without the need for an expensive internal HR team. They even helped bring stability to many smaller companies by ensuring they adhered to state and federal employment laws and taxes.
This industry spawned the Professional Employer Organization, or PEO, which has ballooned in the US. However, businesses today want to grow internationally as soon as possible and need a service to ease their expansion and navigate the challenges of overseas employment. While PEOs have helped US businesses, they have struggled as the world became more accessible. Demand for more agile and flexible solutions led to the Employer of Record (EOR) model.
Both EOR and PEO are employment solutions, but that’s where the similarity ends. An EOR does more than simply handle HR outsourcing. Its core function is to help companies employ overseas by removing the barriers to international expansion through its network of local entities worldwide.
An Employer of Record, also known as an EOR, is an organization that manages the legal, HR, tax and local compliance responsibilities of your employees in any country where you lack a legal entity. An EOR is a great option for any company with global ambitions, as it accelerates the process of employing overseas in a more cost-effective way than creating and managing dozens of local entities.
An EOR can onboard, manage and pay staff on your behalf. Consider it the legal employer while you, the client, retain the role of managing employer. For example, say you need to hire a team across various European countries – you simply provide the EOR with information about who and where and the remuneration details. The EOR then navigates the local laws and handles all the paperwork for onboarding the employees. This frees you of the cost, time and distraction of bureaucracy. More importantly, it allows you to focus on growing your business.
When a company partners with an Employer or Record, they enter into an agreement that allows the EOR to employ the staff through its local entity legally.. The EOR is responsible for handling HR support to guide both the employee and client through their entire global expansion, whether it’s a six-month assignment or a permanent position.
An EOR can onboard, manage and pay staff on your behalf. Consider it the legal employer, while you, the client, retain the role of managing employer and execute day-to-day management of the employees. As the legal employer, the EOR takes full liability of employees and minimizes any risk to the client. It ensures full compliance in every country where the company places employees.
A professional employment organization, commonly referred to as a PEO, undertakes some HR tasks like benefits enrollment and payroll. A PEO facilitates and manages part of a company’s HR processes including payroll and benefits like healthcare, dental and vision. It can even include hiring and training of staff.
This is helpful to some small- and medium-sized businesses, as it means they don’t need a designated HR team to support their staff. It also allows a company to offer their employees benefits like a pension or 401K, health and dental plan options, which may not have been available without the use of a PEO service, allowing smaller companies to a greater level of benefits. This is possible because a PEO can aggregate the employees of their companies, affording them greater negotiation power. This saving is then, in part, passed on to their clients.
Once a company has decided to work with a PEO provider, they sign a co-employment agreement. In this arrangement, known as a co-employment relationship, they contractually allocate and share the employer’s responsibilities and liabilities. This legally ensures that while the PEO will facilitate part of their HR requirements, they will only alleviate some of the risks,
An EORis suitable for any business planning to expand its operations and employ people overseas in a fully compliant and rapid manner. An EOR is a direct employment model, which takes on the risk while the client organization runs the day-to-day operations. This is a key difference between an EOR vs. a PEO.
Businesses seeking to offload some HR duties for employees located in the same country where their business is registered are more aligned with a PEO. A PEO is a co-employment model that shares the risk with the client organization, who also runs day-to-day operations.
Several factors come into play when deciding to use an employer of record vs. a professional employer organization. Each state has its governing law and tax rates in the US, where PEOs are most used. Using a PEO service is easy when all employees are in a single state, but as a company expands and sees the opportunities in other states, it becomes a whole new challenge. The business may need to register itself in every state it wishes to employ in.
PEOs are considered a good choice in the US for multi-state employment as, while the client business would still share the risk of hiring across states, the PEO can work at ensuring all of the individual taxes and labor laws are adhered to. An Employer of Record is 100% legal and operational in 160+ countries worldwide to solve your business needs. If your business wants to move employees globally, PEO is not the solution as co-employment in major economies like France and Brazil.
Expanding into new markets requires three key elements: time, cost and expertise. The complexities of global, regional, and local compliance require a trusted partner, like an Employer of Record (EOR), to break down the barriers to global expansion and drive successful revenue growth.
As an EOR with entities in over 160 countries, Atlas Technology Solutions can handle your international HR and payroll, local tax and compliance, benefits administration, visa and mobility needs. We empower you to dedicate your focus to growing your business.
Employee leasing services started in the US during the 1960s. However, it was only in the 1970’s that companies were incentivized to use them, following the Employee Retirement Income Security Act. This law contained a loophole that allowed employers to avoid offering pensions if their employees were leased. Then in 1982, another law stimulated further demand for employee leasing services as it contained some tax breaks.
Although many of these loopholes were closed, some employee leasing companies continued to flourish due to the economies of scale in areas like dental, vision and supplemental insurance.
At the time, many small and medium-sized companies were riding the wave of the 1980s economic boom but were expanding faster than their infrastructure would allow. This was popular with fledgling businesses, as they could guarantee labor law compliance without the need for an expensive internal HR team. They even helped bring stability to many smaller companies by ensuring they adhered to state and federal employment laws and taxes.
This industry spawned the Professional Employer Organization, or PEO, which has ballooned in the US. However, businesses today want to grow internationally as soon as possible and need a service to ease their expansion and navigate the challenges of overseas employment. While PEOs have helped US businesses, they have struggled as the world became more accessible. Demand for more agile and flexible solutions led to the Employer of Record (EOR) model.
Both EOR and PEO are employment solutions, but that’s where the similarity ends. An EOR does more than simply handle HR outsourcing. Its core function is to help companies employ overseas by removing the barriers to international expansion through its network of local entities worldwide.
An Employer of Record, also known as an EOR, is an organization that manages the legal, HR, tax and local compliance responsibilities of your employees in any country where you lack a legal entity. An EOR is a great option for any company with global ambitions, as it accelerates the process of employing overseas in a more cost-effective way than creating and managing dozens of local entities.
An EOR can onboard, manage and pay staff on your behalf. Consider it the legal employer while you, the client, retain the role of managing employer. For example, say you need to hire a team across various European countries – you simply provide the EOR with information about who and where and the remuneration details. The EOR then navigates the local laws and handles all the paperwork for onboarding the employees. This frees you of the cost, time and distraction of bureaucracy. More importantly, it allows you to focus on growing your business.
When a company partners with an Employer or Record, they enter into an agreement that allows the EOR to employ the staff through its local entity legally.. The EOR is responsible for handling HR support to guide both the employee and client through their entire global expansion, whether it’s a six-month assignment or a permanent position.
An EOR can onboard, manage and pay staff on your behalf. Consider it the legal employer, while you, the client, retain the role of managing employer and execute day-to-day management of the employees. As the legal employer, the EOR takes full liability of employees and minimizes any risk to the client. It ensures full compliance in every country where the company places employees.
A professional employment organization, commonly referred to as a PEO, undertakes some HR tasks like benefits enrollment and payroll. A PEO facilitates and manages part of a company’s HR processes including payroll and benefits like healthcare, dental and vision. It can even include hiring and training of staff.
This is helpful to some small- and medium-sized businesses, as it means they don’t need a designated HR team to support their staff. It also allows a company to offer their employees benefits like a pension or 401K, health and dental plan options, which may not have been available without the use of a PEO service, allowing smaller companies to a greater level of benefits. This is possible because a PEO can aggregate the employees of their companies, affording them greater negotiation power. This saving is then, in part, passed on to their clients.
Once a company has decided to work with a PEO provider, they sign a co-employment agreement. In this arrangement, known as a co-employment relationship, they contractually allocate and share the employer’s responsibilities and liabilities. This legally ensures that while the PEO will facilitate part of their HR requirements, they will only alleviate some of the risks,
An EORis suitable for any business planning to expand its operations and employ people overseas in a fully compliant and rapid manner. An EOR is a direct employment model, which takes on the risk while the client organization runs the day-to-day operations. This is a key difference between an EOR vs. a PEO.
Businesses seeking to offload some HR duties for employees located in the same country where their business is registered are more aligned with a PEO. A PEO is a co-employment model that shares the risk with the client organization, who also runs day-to-day operations.
Several factors come into play when deciding to use an employer of record vs. a professional employer organization. Each state has its governing law and tax rates in the US, where PEOs are most used. Using a PEO service is easy when all employees are in a single state, but as a company expands and sees the opportunities in other states, it becomes a whole new challenge. The business may need to register itself in every state it wishes to employ in.
PEOs are considered a good choice in the US for multi-state employment as, while the client business would still share the risk of hiring across states, the PEO can work at ensuring all of the individual taxes and labor laws are adhered to. An Employer of Record is 100% legal and operational in 160+ countries worldwide to solve your business needs. If your business wants to move employees globally, PEO is not the solution as co-employment in major economies like France and Brazil.
Expanding into new markets requires three key elements: time, cost and expertise. The complexities of global, regional, and local compliance require a trusted partner, like an Employer of Record (EOR), to break down the barriers to global expansion and drive successful revenue growth.
As an EOR with entities in over 160 countries, Atlas Technology Solutions can handle your international HR and payroll, local tax and compliance, benefits administration, visa and mobility needs. We empower you to dedicate your focus to growing your business.
Employee leasing services started in the US during the 1960s. However, it was only in the 1970’s that companies were incentivized to use them, following the Employee Retirement Income Security Act. This law contained a loophole that allowed employers to avoid offering pensions if their employees were leased. Then in 1982, another law stimulated further demand for employee leasing services as it contained some tax breaks.
Although many of these loopholes were closed, some employee leasing companies continued to flourish due to the economies of scale in areas like dental, vision and supplemental insurance.
At the time, many small and medium-sized companies were riding the wave of the 1980s economic boom but were expanding faster than their infrastructure would allow. This was popular with fledgling businesses, as they could guarantee labor law compliance without the need for an expensive internal HR team. They even helped bring stability to many smaller companies by ensuring they adhered to state and federal employment laws and taxes.
This industry spawned the Professional Employer Organization, or PEO, which has ballooned in the US. However, businesses today want to grow internationally as soon as possible and need a service to ease their expansion and navigate the challenges of overseas employment. While PEOs have helped US businesses, they have struggled as the world became more accessible. Demand for more agile and flexible solutions led to the Employer of Record (EOR) model.
Both EOR and PEO are employment solutions, but that’s where the similarity ends. An EOR does more than simply handle HR outsourcing. Its core function is to help companies employ overseas by removing the barriers to international expansion through its network of local entities worldwide.
An Employer of Record, also known as an EOR, is an organization that manages the legal, HR, tax and local compliance responsibilities of your employees in any country where you lack a legal entity. An EOR is a great option for any company with global ambitions, as it accelerates the process of employing overseas in a more cost-effective way than creating and managing dozens of local entities.
An EOR can onboard, manage and pay staff on your behalf. Consider it the legal employer while you, the client, retain the role of managing employer. For example, say you need to hire a team across various European countries – you simply provide the EOR with information about who and where and the remuneration details. The EOR then navigates the local laws and handles all the paperwork for onboarding the employees. This frees you of the cost, time and distraction of bureaucracy. More importantly, it allows you to focus on growing your business.
When a company partners with an Employer or Record, they enter into an agreement that allows the EOR to employ the staff through its local entity legally.. The EOR is responsible for handling HR support to guide both the employee and client through their entire global expansion, whether it’s a six-month assignment or a permanent position.
An EOR can onboard, manage and pay staff on your behalf. Consider it the legal employer, while you, the client, retain the role of managing employer and execute day-to-day management of the employees. As the legal employer, the EOR takes full liability of employees and minimizes any risk to the client. It ensures full compliance in every country where the company places employees.
A professional employment organization, commonly referred to as a PEO, undertakes some HR tasks like benefits enrollment and payroll. A PEO facilitates and manages part of a company’s HR processes including payroll and benefits like healthcare, dental and vision. It can even include hiring and training of staff.
This is helpful to some small- and medium-sized businesses, as it means they don’t need a designated HR team to support their staff. It also allows a company to offer their employees benefits like a pension or 401K, health and dental plan options, which may not have been available without the use of a PEO service, allowing smaller companies to a greater level of benefits. This is possible because a PEO can aggregate the employees of their companies, affording them greater negotiation power. This saving is then, in part, passed on to their clients.
Once a company has decided to work with a PEO provider, they sign a co-employment agreement. In this arrangement, known as a co-employment relationship, they contractually allocate and share the employer’s responsibilities and liabilities. This legally ensures that while the PEO will facilitate part of their HR requirements, they will only alleviate some of the risks,
An EORis suitable for any business planning to expand its operations and employ people overseas in a fully compliant and rapid manner. An EOR is a direct employment model, which takes on the risk while the client organization runs the day-to-day operations. This is a key difference between an EOR vs. a PEO.
Businesses seeking to offload some HR duties for employees located in the same country where their business is registered are more aligned with a PEO. A PEO is a co-employment model that shares the risk with the client organization, who also runs day-to-day operations.
Several factors come into play when deciding to use an employer of record vs. a professional employer organization. Each state has its governing law and tax rates in the US, where PEOs are most used. Using a PEO service is easy when all employees are in a single state, but as a company expands and sees the opportunities in other states, it becomes a whole new challenge. The business may need to register itself in every state it wishes to employ in.
PEOs are considered a good choice in the US for multi-state employment as, while the client business would still share the risk of hiring across states, the PEO can work at ensuring all of the individual taxes and labor laws are adhered to. An Employer of Record is 100% legal and operational in 160+ countries worldwide to solve your business needs. If your business wants to move employees globally, PEO is not the solution as co-employment in major economies like France and Brazil.
Expanding into new markets requires three key elements: time, cost and expertise. The complexities of global, regional, and local compliance require a trusted partner, like an Employer of Record (EOR), to break down the barriers to global expansion and drive successful revenue growth.
As an EOR with entities in over 160 countries, Atlas Technology Solutions can handle your international HR and payroll, local tax and compliance, benefits administration, visa and mobility needs. We empower you to dedicate your focus to growing your business.
The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.
A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!
Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.
Employee leasing services started in the US during the 1960s. However, it was only in the 1970’s that companies were incentivized to use them, following the Employee Retirement Income Security Act. This law contained a loophole that allowed employers to avoid offering pensions if their employees were leased. Then in 1982, another law stimulated further demand for employee leasing services as it contained some tax breaks.
Although many of these loopholes were closed, some employee leasing companies continued to flourish due to the economies of scale in areas like dental, vision and supplemental insurance.
At the time, many small and medium-sized companies were riding the wave of the 1980s economic boom but were expanding faster than their infrastructure would allow. This was popular with fledgling businesses, as they could guarantee labor law compliance without the need for an expensive internal HR team. They even helped bring stability to many smaller companies by ensuring they adhered to state and federal employment laws and taxes.
This industry spawned the Professional Employer Organization, or PEO, which has ballooned in the US. However, businesses today want to grow internationally as soon as possible and need a service to ease their expansion and navigate the challenges of overseas employment. While PEOs have helped US businesses, they have struggled as the world became more accessible. Demand for more agile and flexible solutions led to the Employer of Record (EOR) model.
Both EOR and PEO are employment solutions, but that’s where the similarity ends. An EOR does more than simply handle HR outsourcing. Its core function is to help companies employ overseas by removing the barriers to international expansion through its network of local entities worldwide.
An Employer of Record, also known as an EOR, is an organization that manages the legal, HR, tax and local compliance responsibilities of your employees in any country where you lack a legal entity. An EOR is a great option for any company with global ambitions, as it accelerates the process of employing overseas in a more cost-effective way than creating and managing dozens of local entities.
An EOR can onboard, manage and pay staff on your behalf. Consider it the legal employer while you, the client, retain the role of managing employer. For example, say you need to hire a team across various European countries – you simply provide the EOR with information about who and where and the remuneration details. The EOR then navigates the local laws and handles all the paperwork for onboarding the employees. This frees you of the cost, time and distraction of bureaucracy. More importantly, it allows you to focus on growing your business.
When a company partners with an Employer or Record, they enter into an agreement that allows the EOR to employ the staff through its local entity legally.. The EOR is responsible for handling HR support to guide both the employee and client through their entire global expansion, whether it’s a six-month assignment or a permanent position.
An EOR can onboard, manage and pay staff on your behalf. Consider it the legal employer, while you, the client, retain the role of managing employer and execute day-to-day management of the employees. As the legal employer, the EOR takes full liability of employees and minimizes any risk to the client. It ensures full compliance in every country where the company places employees.
A professional employment organization, commonly referred to as a PEO, undertakes some HR tasks like benefits enrollment and payroll. A PEO facilitates and manages part of a company’s HR processes including payroll and benefits like healthcare, dental and vision. It can even include hiring and training of staff.
This is helpful to some small- and medium-sized businesses, as it means they don’t need a designated HR team to support their staff. It also allows a company to offer their employees benefits like a pension or 401K, health and dental plan options, which may not have been available without the use of a PEO service, allowing smaller companies to a greater level of benefits. This is possible because a PEO can aggregate the employees of their companies, affording them greater negotiation power. This saving is then, in part, passed on to their clients.
Once a company has decided to work with a PEO provider, they sign a co-employment agreement. In this arrangement, known as a co-employment relationship, they contractually allocate and share the employer’s responsibilities and liabilities. This legally ensures that while the PEO will facilitate part of their HR requirements, they will only alleviate some of the risks,
An EORis suitable for any business planning to expand its operations and employ people overseas in a fully compliant and rapid manner. An EOR is a direct employment model, which takes on the risk while the client organization runs the day-to-day operations. This is a key difference between an EOR vs. a PEO.
Businesses seeking to offload some HR duties for employees located in the same country where their business is registered are more aligned with a PEO. A PEO is a co-employment model that shares the risk with the client organization, who also runs day-to-day operations.
Several factors come into play when deciding to use an employer of record vs. a professional employer organization. Each state has its governing law and tax rates in the US, where PEOs are most used. Using a PEO service is easy when all employees are in a single state, but as a company expands and sees the opportunities in other states, it becomes a whole new challenge. The business may need to register itself in every state it wishes to employ in.
PEOs are considered a good choice in the US for multi-state employment as, while the client business would still share the risk of hiring across states, the PEO can work at ensuring all of the individual taxes and labor laws are adhered to. An Employer of Record is 100% legal and operational in 160+ countries worldwide to solve your business needs. If your business wants to move employees globally, PEO is not the solution as co-employment in major economies like France and Brazil.
Expanding into new markets requires three key elements: time, cost and expertise. The complexities of global, regional, and local compliance require a trusted partner, like an Employer of Record (EOR), to break down the barriers to global expansion and drive successful revenue growth.
As an EOR with entities in over 160 countries, Atlas Technology Solutions can handle your international HR and payroll, local tax and compliance, benefits administration, visa and mobility needs. We empower you to dedicate your focus to growing your business.
The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.
A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!
Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.
.svg)
.svg)
