習熟作業者派遣組織 & エストニアの雇用主

グローバルに雇用し、地元で支払い、楽に拡張

INS Global is a local partner that seeks to provide international companies with global Human Resources outsourcing services.

A PEO (Professional Employer Organization) offers companies around the world a quick and safe way to expand their operations to overseas markets by taking charge of essential HR services. Through a PEO in Estonia, companies can hire and manage employees overseas in as little as 48h.

An Employer of Record (EOR) in Estonia provides companies with a cost-efficient and secure way to follow global expansion strategies by acting as the employer for oversees workers to simplify tax and compliance assurance responsibilities. For companies looking to boost their global mobility potential, INS Global’s EOR provides the perfect mix of experience and expertise in the international market.

With our PEO, you can establish your company, hire talented employees, and start operations in over 80 countries around the world, all without the inconveniences that traditionally come with global expansion.

How is a PEO is Better Than Company Incorporation?

Bringing your company into a new foreign market is not an easy process; it demands a legal and physical presence to begin operations. A Global PEO helps you to avoid these issues and any other potential setbacks by operating as a legal intermediary for essential HR services.

習熟作業者派遣組織

• Decreases time spent
• Lowers expenses
• Bypasses potential administrative or legal pitfalls
• Expertly utilizes local resources and expertise

How Does Our PEO in Estonia Operate?

INS Global’s PEO in Estonia can be used to manage your employee recruitment or assignment needs in 4 all-inclusive steps:

1. Our professional advisors meet with you to understand your requirements and formulate a plan that will best satisfy your needs.
2. We help to provide a legal entity through which you can bring in staff to begin operating in Estonia.
3. Our team of experts take on all of the administrative and legal aspects of HR services and compliance, including hiring and payroll outsourcing.
4. We handle all the details of HR services so that your staff can focus on day-to-day operations and work towards your company’s success in the Estonian market.

A PEO or EOR?

After you’ve decided to bring your company to Estonia and want to make the most of a PEO agreement, you need to be sure that you understand the difference between PEOs and EORs. This way you’ll be able to choose the one that best fits your business needs:

• A PEO provides HR outsourcing services to employees in companies that want to expand globally.
• These services include tax compliance, payroll outsourcing management, and regulatory assurance, and many more.
• An EOR is a company that acts like a PEO while also legally and officially hiring employees on behalf of the company.
• In addition to services provided by a PEO, an EOR is responsible for all liabilities associated with onboarding and employment.
• With a PEO agreement, the contract remains between your company and the employee.
• With an EOR agreement, the contract is directed by your company but made between the EOR and your employee.

Regardless of which one you prefer, INS Global offers both Professional Employer Organization and Employer of Record services in Estonia. Contact our team of experts today, or read this article to learn more about the specifics of these two services.

Labor Law in Estonia

Employment Contracts in Estonia

In Estonia any working agreement longer than two weeks must have a written contract. The contract should detail all of the employee’s duties and benefits. The contract language is Estonian and the currency should be in Euros.

Work contracts in Estonia typically are set for an unlimited period, unless the nature of the work is specified to be temporary, such as seasonal work. Probation periods cannot last longer than four months.

The notice time before terminating a contract with an employee ranges from 15 to 90 days, depending on how long the employee has been with the company.

Severance pay is usually one month of salary; if an employee has worked for 5-10 years for the employer, they will receive an additional month. For employees who have worked for over 10 years their severance pay includes two additional months.

Working Hours and Overtime in Estonia

A five-day, 40-hour working week is the norm in Estonia. Any work that is beyond 8 hours a day is counted as overtime, and must be compensated at 150% more than the regular wages.

Overtime work done at night (between 10 pm to 6 am) is compensated at 125%. Including overtime hours, a worker cannot be expected to work more than 13 hours in a single day. In one week the number of working hours may not exceed 48.

Annual Leave and Public Holidays in Estonia

There are 12 days of paid public holidays each year in Estonia. If an employee is asked to work on one of these holidays, it entitled them to an additional 200% of their usual wage.

Employees receive 28 days of paid vacation time per year. Unused vacation time may be carried over. The leave may be split and taken in increments of 14 days. Employers can stipulate that employees take no less than 7 consecutive days of leave.

Sick Leave in Estonia

Sick leave in Estonia is paid by both the employer and the state. The first three days of sick leave are unpaid; afterwards, from the fourth to the eighth day, the employer will compensate the employee with 70% of their salary.

From the ninth day and forward to a maximum of 128 days, the state covers the paid sick leave at 70% of the social security tax paid by the employee the year before.

Maternity and Paternity Leave in Estonia

Maternity leave in Estonia is 140 days, or 20 weeks. These days of paid leave are covered by the state.

Paid paternity leave is a total of 10 days, and also covered by the state.

Adoptive parents are entitled to 70 days of paid leave if they are adopting a child under 10 years of age, and have received approval of adoption from the court.

Annual parental leave is 3 days for those with 2 or less children under the age of 14, and 6 days for those with 3 or more children under the age of 14. Before a child turns 3 years old parents, step-parents, and guardians are entitled to a total of 435 days of paid parental leave. All paid parental leave is covered by the state.

Tax Law and Social Security Contributions in Estonia

Income tax in Estonia is 20%; corporate tax is the same percentage, but may vary depending on specific situations. Employers in Estonia are also expected to pay taxes towards employee benefits:

• 20% for pensions, and 13% for health insurance, totaling 33%.
• Both employers and employees are expected to contribute towards unemployment benefits, with employers paying 0.8% and employees paying 1.6%.