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Frequently Asked Questions
Having a local entity is not required, as employment services are already using a compliant local “Employer of Record” company.
Yes, employment solution is possible for both local national and expatriate staff.
Staff can be home-based depending on their scope of activity, while the employer must always be aware of their residential address and direct contact information.
Staff can be employed in any city in order to have their employment status abiding by the local labor regulations.
Staff already on-site can be hired in record time depending on their actual professional situation, while a new immigration procedure lasts approximately 1-month prior arrival to the work location.
The employer of record is responsible for both the hiring and termination procedures, while informing the client of all costs involved at all time.
The standard procedure requires the employer of record to respect a minimum 1-month notice period prior termination, while the economic compensation is in general 1-month salary per year worked.
The employer of record is responsible at all time of all payroll compliance and necessary tax declarations to the local government authorities.
The employer of record is legally liable during all the staff employment duration.
Yes, your HR will keep it ‘inactive’ while your Employer of Record will provide you a local labor contract.