For most organizations, global expansion is a long-term goal, but the path toward global success is burdened with risks, costs and delays. Typically, to expand into a new market or hire global talent, an organization would need to open a local entity. But this is a complicated process.
For most organizations, global expansion is a long-term goal, but the path toward global success is burdened with risks, costs and delays. Typically, to expand into a new market or hire global talent, an organization would need to open a local entity. But this is a complicated process. For example, establishing a new entity in China can take as long as 18 months. In Brazil, it can cost as much as $35,000 to open an entity. That’s where an employer of record (EOR) steps in — a faster and more affordable solution to going global.
An EOR removes the complexity of expansion, making it simple to enter a new market and hire international talent.
But what is an EOR, and how does it simplify global expansion? Learn about how an EOR can support your organization’s expansion goals.
An EOR is an organization that manages the legal, HR, tax and local compliance responsibilities of your employees in any country you don’t have an operation. It acts as the legal employer, onboarding, managing and paying staff on your behalf. At the same time, the day-to-day tasks remain the responsibility of the client organization. An EOR hires the employees in the new country under its local business entity and takes on all the legal risks
The EOR is responsible for:
Most companies are legally required to have a local business entity to pay employees when expanding into a new country. But there’s no need to set up an entity when working with an EOR. You retain control but avoid the risks of tax and labor compliance.
Some countries even require an entity to have a local physical office or real estate lease, and often you’ll need a significant amount of capital in a local bank account. It’s an expensive and lengthy process.
Once an entity is established, it’s often compulsory to handle payroll locally to ensure that social security contributions and taxes are compliant. Employees must be paid in their local bank accounts in the correct currency, according to local tax laws. This makes managing global payroll challenging, and its complexity only increases when adding more countries into the equation.
Different countries have different employment contract regulations. It is, therefore, necessary that the contract considers the local employment law, as well as statutory requirements and country-specific norms.
Contracts typically cover local working hours, parental leave, annual leave, sick leave and regulations about termination. An EOR stays abreast of all local changes to these regulations and regularly informs the client organization of any changes. This saves time, administrative work and the risk of noncompliance.
Immigration laws, visa and work permit requirements vary greatly depending on the country and the employee’s nationality. As a result, visa and work permit issues often delay an operation and cause administrative headaches. However, with dedicated global visa and mobility expertise, an EOR simplifies this process.
As the legal employer of the staff, the EOR is responsible for visa sponsorship applications and will advise on all the requirements needed to accelerate an otherwise lengthy process.
A significant challenge during global expansion is adapting to new cultures. A lack of cultural awareness or language skills can lead to rifts and foil an attempt to expand.
Take China, for example, where respect and politeness are cornerstones of business culture. An unintended gesture can knock a fledgling business relationship off course. China has been a challenge for even the biggest and most sophisticated companies.
It can take years to understand a new culture and country. However, an EOR can advise companies on how to create global and multilingual communication strategies for their international presence as well as being their local language and English-speaking country advisor.
The time required to create a legal entity in a new country can be prohibitive and often requires multiple vendors. Some countries are notorious for bureaucracy, and, with poor public administration processes, finalizing a contract for entity setup can take longer than anticipated.
Expanding to new markets using an EOR alleviates all the delays because the legal entity is already available. With the experience and expertise of a dedicated visa and global mobility team, the timeline can be significantly reduced.
A Direct EOR, like Atlas, is a quick and cost-effective way of hiring and paying global employees. As a Direct EOR, we have entities in over 160 countries. We hire employees under our local entity, acting as the legal employer on your behalf. As the legal employer, we can onboard and manage talent and take care of essential payroll and HR administration tasks.
The direct approach eliminates the need for third-party vendors, reduces costs and increases speed to market. This is different from an indirect EOR, which does not have an entity in the country it provides services. An indirect EOR uses multiple vendors, slowing down the process, which becomes costly.
It’s challenging for fast-growing businesses to remain legally compliant when hiring globally as there are ever-changing regulations on employment and taxation laws.
Using the direct EOR model, hiring and managing employees overseas is streamlined and simplified. The EOR already operates locally and can simply add more people to an existing payroll.
For many organizations, the prospect of expansion can be overwhelming. Creating a new local entity in an unfamiliar country is a long, stressful and costly process without any guarantee of success. And that’s why many businesses choose to postpone global expansion plans.
It’s also why Atlas' CEO coined the term “Employer of Record,” and why Atlas is a perennial leader in the space.
More businesses are tapping the EOR solution to take their first global steps as a low-cost and risk-free way to enter new markets quickly. As a result, you no longer need to worry about the abundance of legal and HR matters. Instead, you can bypass the time-consuming distractions of global HR law and concentrate on growing your business.
For most organizations, global expansion is a long-term goal, but the path toward global success is burdened with risks, costs and delays. Typically, to expand into a new market or hire global talent, an organization would need to open a local entity. But this is a complicated process.
For most organizations, global expansion is a long-term goal, but the path toward global success is burdened with risks, costs and delays. Typically, to expand into a new market or hire global talent, an organization would need to open a local entity. But this is a complicated process. For example, establishing a new entity in China can take as long as 18 months. In Brazil, it can cost as much as $35,000 to open an entity. That’s where an employer of record (EOR) steps in — a faster and more affordable solution to going global.
An EOR removes the complexity of expansion, making it simple to enter a new market and hire international talent.
But what is an EOR, and how does it simplify global expansion? Learn about how an EOR can support your organization’s expansion goals.
An EOR is an organization that manages the legal, HR, tax and local compliance responsibilities of your employees in any country you don’t have an operation. It acts as the legal employer, onboarding, managing and paying staff on your behalf. At the same time, the day-to-day tasks remain the responsibility of the client organization. An EOR hires the employees in the new country under its local business entity and takes on all the legal risks
The EOR is responsible for:
Most companies are legally required to have a local business entity to pay employees when expanding into a new country. But there’s no need to set up an entity when working with an EOR. You retain control but avoid the risks of tax and labor compliance.
Some countries even require an entity to have a local physical office or real estate lease, and often you’ll need a significant amount of capital in a local bank account. It’s an expensive and lengthy process.
Once an entity is established, it’s often compulsory to handle payroll locally to ensure that social security contributions and taxes are compliant. Employees must be paid in their local bank accounts in the correct currency, according to local tax laws. This makes managing global payroll challenging, and its complexity only increases when adding more countries into the equation.
Different countries have different employment contract regulations. It is, therefore, necessary that the contract considers the local employment law, as well as statutory requirements and country-specific norms.
Contracts typically cover local working hours, parental leave, annual leave, sick leave and regulations about termination. An EOR stays abreast of all local changes to these regulations and regularly informs the client organization of any changes. This saves time, administrative work and the risk of noncompliance.
Immigration laws, visa and work permit requirements vary greatly depending on the country and the employee’s nationality. As a result, visa and work permit issues often delay an operation and cause administrative headaches. However, with dedicated global visa and mobility expertise, an EOR simplifies this process.
As the legal employer of the staff, the EOR is responsible for visa sponsorship applications and will advise on all the requirements needed to accelerate an otherwise lengthy process.
A significant challenge during global expansion is adapting to new cultures. A lack of cultural awareness or language skills can lead to rifts and foil an attempt to expand.
Take China, for example, where respect and politeness are cornerstones of business culture. An unintended gesture can knock a fledgling business relationship off course. China has been a challenge for even the biggest and most sophisticated companies.
It can take years to understand a new culture and country. However, an EOR can advise companies on how to create global and multilingual communication strategies for their international presence as well as being their local language and English-speaking country advisor.
The time required to create a legal entity in a new country can be prohibitive and often requires multiple vendors. Some countries are notorious for bureaucracy, and, with poor public administration processes, finalizing a contract for entity setup can take longer than anticipated.
Expanding to new markets using an EOR alleviates all the delays because the legal entity is already available. With the experience and expertise of a dedicated visa and global mobility team, the timeline can be significantly reduced.
A Direct EOR, like Atlas, is a quick and cost-effective way of hiring and paying global employees. As a Direct EOR, we have entities in over 160 countries. We hire employees under our local entity, acting as the legal employer on your behalf. As the legal employer, we can onboard and manage talent and take care of essential payroll and HR administration tasks.
The direct approach eliminates the need for third-party vendors, reduces costs and increases speed to market. This is different from an indirect EOR, which does not have an entity in the country it provides services. An indirect EOR uses multiple vendors, slowing down the process, which becomes costly.
It’s challenging for fast-growing businesses to remain legally compliant when hiring globally as there are ever-changing regulations on employment and taxation laws.
Using the direct EOR model, hiring and managing employees overseas is streamlined and simplified. The EOR already operates locally and can simply add more people to an existing payroll.
For many organizations, the prospect of expansion can be overwhelming. Creating a new local entity in an unfamiliar country is a long, stressful and costly process without any guarantee of success. And that’s why many businesses choose to postpone global expansion plans.
It’s also why Atlas' CEO coined the term “Employer of Record,” and why Atlas is a perennial leader in the space.
More businesses are tapping the EOR solution to take their first global steps as a low-cost and risk-free way to enter new markets quickly. As a result, you no longer need to worry about the abundance of legal and HR matters. Instead, you can bypass the time-consuming distractions of global HR law and concentrate on growing your business.
For most organizations, global expansion is a long-term goal, but the path toward global success is burdened with risks, costs and delays. Typically, to expand into a new market or hire global talent, an organization would need to open a local entity. But this is a complicated process.
For most organizations, global expansion is a long-term goal, but the path toward global success is burdened with risks, costs and delays. Typically, to expand into a new market or hire global talent, an organization would need to open a local entity. But this is a complicated process. For example, establishing a new entity in China can take as long as 18 months. In Brazil, it can cost as much as $35,000 to open an entity. That’s where an employer of record (EOR) steps in — a faster and more affordable solution to going global.
An EOR removes the complexity of expansion, making it simple to enter a new market and hire international talent.
But what is an EOR, and how does it simplify global expansion? Learn about how an EOR can support your organization’s expansion goals.
An EOR is an organization that manages the legal, HR, tax and local compliance responsibilities of your employees in any country you don’t have an operation. It acts as the legal employer, onboarding, managing and paying staff on your behalf. At the same time, the day-to-day tasks remain the responsibility of the client organization. An EOR hires the employees in the new country under its local business entity and takes on all the legal risks
The EOR is responsible for:
Most companies are legally required to have a local business entity to pay employees when expanding into a new country. But there’s no need to set up an entity when working with an EOR. You retain control but avoid the risks of tax and labor compliance.
Some countries even require an entity to have a local physical office or real estate lease, and often you’ll need a significant amount of capital in a local bank account. It’s an expensive and lengthy process.
Once an entity is established, it’s often compulsory to handle payroll locally to ensure that social security contributions and taxes are compliant. Employees must be paid in their local bank accounts in the correct currency, according to local tax laws. This makes managing global payroll challenging, and its complexity only increases when adding more countries into the equation.
Different countries have different employment contract regulations. It is, therefore, necessary that the contract considers the local employment law, as well as statutory requirements and country-specific norms.
Contracts typically cover local working hours, parental leave, annual leave, sick leave and regulations about termination. An EOR stays abreast of all local changes to these regulations and regularly informs the client organization of any changes. This saves time, administrative work and the risk of noncompliance.
Immigration laws, visa and work permit requirements vary greatly depending on the country and the employee’s nationality. As a result, visa and work permit issues often delay an operation and cause administrative headaches. However, with dedicated global visa and mobility expertise, an EOR simplifies this process.
As the legal employer of the staff, the EOR is responsible for visa sponsorship applications and will advise on all the requirements needed to accelerate an otherwise lengthy process.
A significant challenge during global expansion is adapting to new cultures. A lack of cultural awareness or language skills can lead to rifts and foil an attempt to expand.
Take China, for example, where respect and politeness are cornerstones of business culture. An unintended gesture can knock a fledgling business relationship off course. China has been a challenge for even the biggest and most sophisticated companies.
It can take years to understand a new culture and country. However, an EOR can advise companies on how to create global and multilingual communication strategies for their international presence as well as being their local language and English-speaking country advisor.
The time required to create a legal entity in a new country can be prohibitive and often requires multiple vendors. Some countries are notorious for bureaucracy, and, with poor public administration processes, finalizing a contract for entity setup can take longer than anticipated.
Expanding to new markets using an EOR alleviates all the delays because the legal entity is already available. With the experience and expertise of a dedicated visa and global mobility team, the timeline can be significantly reduced.
A Direct EOR, like Atlas, is a quick and cost-effective way of hiring and paying global employees. As a Direct EOR, we have entities in over 160 countries. We hire employees under our local entity, acting as the legal employer on your behalf. As the legal employer, we can onboard and manage talent and take care of essential payroll and HR administration tasks.
The direct approach eliminates the need for third-party vendors, reduces costs and increases speed to market. This is different from an indirect EOR, which does not have an entity in the country it provides services. An indirect EOR uses multiple vendors, slowing down the process, which becomes costly.
It’s challenging for fast-growing businesses to remain legally compliant when hiring globally as there are ever-changing regulations on employment and taxation laws.
Using the direct EOR model, hiring and managing employees overseas is streamlined and simplified. The EOR already operates locally and can simply add more people to an existing payroll.
For many organizations, the prospect of expansion can be overwhelming. Creating a new local entity in an unfamiliar country is a long, stressful and costly process without any guarantee of success. And that’s why many businesses choose to postpone global expansion plans.
It’s also why Atlas' CEO coined the term “Employer of Record,” and why Atlas is a perennial leader in the space.
More businesses are tapping the EOR solution to take their first global steps as a low-cost and risk-free way to enter new markets quickly. As a result, you no longer need to worry about the abundance of legal and HR matters. Instead, you can bypass the time-consuming distractions of global HR law and concentrate on growing your business.
For most organizations, global expansion is a long-term goal, but the path toward global success is burdened with risks, costs and delays. Typically, to expand into a new market or hire global talent, an organization would need to open a local entity. But this is a complicated process.
For most organizations, global expansion is a long-term goal, but the path toward global success is burdened with risks, costs and delays. Typically, to expand into a new market or hire global talent, an organization would need to open a local entity. But this is a complicated process. For example, establishing a new entity in China can take as long as 18 months. In Brazil, it can cost as much as $35,000 to open an entity. That’s where an employer of record (EOR) steps in — a faster and more affordable solution to going global.
An EOR removes the complexity of expansion, making it simple to enter a new market and hire international talent.
But what is an EOR, and how does it simplify global expansion? Learn about how an EOR can support your organization’s expansion goals.
An EOR is an organization that manages the legal, HR, tax and local compliance responsibilities of your employees in any country you don’t have an operation. It acts as the legal employer, onboarding, managing and paying staff on your behalf. At the same time, the day-to-day tasks remain the responsibility of the client organization. An EOR hires the employees in the new country under its local business entity and takes on all the legal risks
The EOR is responsible for:
Most companies are legally required to have a local business entity to pay employees when expanding into a new country. But there’s no need to set up an entity when working with an EOR. You retain control but avoid the risks of tax and labor compliance.
Some countries even require an entity to have a local physical office or real estate lease, and often you’ll need a significant amount of capital in a local bank account. It’s an expensive and lengthy process.
Once an entity is established, it’s often compulsory to handle payroll locally to ensure that social security contributions and taxes are compliant. Employees must be paid in their local bank accounts in the correct currency, according to local tax laws. This makes managing global payroll challenging, and its complexity only increases when adding more countries into the equation.
Different countries have different employment contract regulations. It is, therefore, necessary that the contract considers the local employment law, as well as statutory requirements and country-specific norms.
Contracts typically cover local working hours, parental leave, annual leave, sick leave and regulations about termination. An EOR stays abreast of all local changes to these regulations and regularly informs the client organization of any changes. This saves time, administrative work and the risk of noncompliance.
Immigration laws, visa and work permit requirements vary greatly depending on the country and the employee’s nationality. As a result, visa and work permit issues often delay an operation and cause administrative headaches. However, with dedicated global visa and mobility expertise, an EOR simplifies this process.
As the legal employer of the staff, the EOR is responsible for visa sponsorship applications and will advise on all the requirements needed to accelerate an otherwise lengthy process.
A significant challenge during global expansion is adapting to new cultures. A lack of cultural awareness or language skills can lead to rifts and foil an attempt to expand.
Take China, for example, where respect and politeness are cornerstones of business culture. An unintended gesture can knock a fledgling business relationship off course. China has been a challenge for even the biggest and most sophisticated companies.
It can take years to understand a new culture and country. However, an EOR can advise companies on how to create global and multilingual communication strategies for their international presence as well as being their local language and English-speaking country advisor.
The time required to create a legal entity in a new country can be prohibitive and often requires multiple vendors. Some countries are notorious for bureaucracy, and, with poor public administration processes, finalizing a contract for entity setup can take longer than anticipated.
Expanding to new markets using an EOR alleviates all the delays because the legal entity is already available. With the experience and expertise of a dedicated visa and global mobility team, the timeline can be significantly reduced.
A Direct EOR, like Atlas, is a quick and cost-effective way of hiring and paying global employees. As a Direct EOR, we have entities in over 160 countries. We hire employees under our local entity, acting as the legal employer on your behalf. As the legal employer, we can onboard and manage talent and take care of essential payroll and HR administration tasks.
The direct approach eliminates the need for third-party vendors, reduces costs and increases speed to market. This is different from an indirect EOR, which does not have an entity in the country it provides services. An indirect EOR uses multiple vendors, slowing down the process, which becomes costly.
It’s challenging for fast-growing businesses to remain legally compliant when hiring globally as there are ever-changing regulations on employment and taxation laws.
Using the direct EOR model, hiring and managing employees overseas is streamlined and simplified. The EOR already operates locally and can simply add more people to an existing payroll.
For many organizations, the prospect of expansion can be overwhelming. Creating a new local entity in an unfamiliar country is a long, stressful and costly process without any guarantee of success. And that’s why many businesses choose to postpone global expansion plans.
It’s also why Atlas' CEO coined the term “Employer of Record,” and why Atlas is a perennial leader in the space.
More businesses are tapping the EOR solution to take their first global steps as a low-cost and risk-free way to enter new markets quickly. As a result, you no longer need to worry about the abundance of legal and HR matters. Instead, you can bypass the time-consuming distractions of global HR law and concentrate on 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!
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For most organizations, global expansion is a long-term goal, but the path toward global success is burdened with risks, costs and delays. Typically, to expand into a new market or hire global talent, an organization would need to open a local entity. But this is a complicated process.
For most organizations, global expansion is a long-term goal, but the path toward global success is burdened with risks, costs and delays. Typically, to expand into a new market or hire global talent, an organization would need to open a local entity. But this is a complicated process. For example, establishing a new entity in China can take as long as 18 months. In Brazil, it can cost as much as $35,000 to open an entity. That’s where an employer of record (EOR) steps in — a faster and more affordable solution to going global.
An EOR removes the complexity of expansion, making it simple to enter a new market and hire international talent.
But what is an EOR, and how does it simplify global expansion? Learn about how an EOR can support your organization’s expansion goals.
An EOR is an organization that manages the legal, HR, tax and local compliance responsibilities of your employees in any country you don’t have an operation. It acts as the legal employer, onboarding, managing and paying staff on your behalf. At the same time, the day-to-day tasks remain the responsibility of the client organization. An EOR hires the employees in the new country under its local business entity and takes on all the legal risks
The EOR is responsible for:
Most companies are legally required to have a local business entity to pay employees when expanding into a new country. But there’s no need to set up an entity when working with an EOR. You retain control but avoid the risks of tax and labor compliance.
Some countries even require an entity to have a local physical office or real estate lease, and often you’ll need a significant amount of capital in a local bank account. It’s an expensive and lengthy process.
Once an entity is established, it’s often compulsory to handle payroll locally to ensure that social security contributions and taxes are compliant. Employees must be paid in their local bank accounts in the correct currency, according to local tax laws. This makes managing global payroll challenging, and its complexity only increases when adding more countries into the equation.
Different countries have different employment contract regulations. It is, therefore, necessary that the contract considers the local employment law, as well as statutory requirements and country-specific norms.
Contracts typically cover local working hours, parental leave, annual leave, sick leave and regulations about termination. An EOR stays abreast of all local changes to these regulations and regularly informs the client organization of any changes. This saves time, administrative work and the risk of noncompliance.
Immigration laws, visa and work permit requirements vary greatly depending on the country and the employee’s nationality. As a result, visa and work permit issues often delay an operation and cause administrative headaches. However, with dedicated global visa and mobility expertise, an EOR simplifies this process.
As the legal employer of the staff, the EOR is responsible for visa sponsorship applications and will advise on all the requirements needed to accelerate an otherwise lengthy process.
A significant challenge during global expansion is adapting to new cultures. A lack of cultural awareness or language skills can lead to rifts and foil an attempt to expand.
Take China, for example, where respect and politeness are cornerstones of business culture. An unintended gesture can knock a fledgling business relationship off course. China has been a challenge for even the biggest and most sophisticated companies.
It can take years to understand a new culture and country. However, an EOR can advise companies on how to create global and multilingual communication strategies for their international presence as well as being their local language and English-speaking country advisor.
The time required to create a legal entity in a new country can be prohibitive and often requires multiple vendors. Some countries are notorious for bureaucracy, and, with poor public administration processes, finalizing a contract for entity setup can take longer than anticipated.
Expanding to new markets using an EOR alleviates all the delays because the legal entity is already available. With the experience and expertise of a dedicated visa and global mobility team, the timeline can be significantly reduced.
A Direct EOR, like Atlas, is a quick and cost-effective way of hiring and paying global employees. As a Direct EOR, we have entities in over 160 countries. We hire employees under our local entity, acting as the legal employer on your behalf. As the legal employer, we can onboard and manage talent and take care of essential payroll and HR administration tasks.
The direct approach eliminates the need for third-party vendors, reduces costs and increases speed to market. This is different from an indirect EOR, which does not have an entity in the country it provides services. An indirect EOR uses multiple vendors, slowing down the process, which becomes costly.
It’s challenging for fast-growing businesses to remain legally compliant when hiring globally as there are ever-changing regulations on employment and taxation laws.
Using the direct EOR model, hiring and managing employees overseas is streamlined and simplified. The EOR already operates locally and can simply add more people to an existing payroll.
For many organizations, the prospect of expansion can be overwhelming. Creating a new local entity in an unfamiliar country is a long, stressful and costly process without any guarantee of success. And that’s why many businesses choose to postpone global expansion plans.
It’s also why Atlas' CEO coined the term “Employer of Record,” and why Atlas is a perennial leader in the space.
More businesses are tapping the EOR solution to take their first global steps as a low-cost and risk-free way to enter new markets quickly. As a result, you no longer need to worry about the abundance of legal and HR matters. Instead, you can bypass the time-consuming distractions of global HR law and concentrate on 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.
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