証言
Manuel Ramos
TERAO ASIA
取締役社長
We think INS Global is a good solution about starting business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.
5/5
With the expert guidance of a PEO, you can be confident of legal compliance at every step of the transition process.
HR issues can often lead to a high number of fees and fines; a PEO helps you prevent these misunderstandings and save you possibly hundreds of dollars.
You won’t have to worry about time-consuming functions like headhunting, payroll outsourcing, or contractor management, so you can focus on achieving your company’s goals.
It can take 4-12 months to complete company incorporation a new country.
With a PEO, the time is shortened to just 2-5 days.
*Estimate
A PEO in the target market will handle all of your HR needs with just a single point of contact.
A Global PEO navigates complex legal processes for you and keeps you from encountering any obstacles by operating as a legal intermediary for all your HR needs.
習熟作業者派遣組織
The Advantage in Figures
| PEO/EOR | Company Incorporation | ||
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Price |
80% Less Expensive |
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Market Entry |
2-5 Days |
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Employee Turnover |
Decrease by 14% |
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Recommendation |
98% of the Current PEO Clients |
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Administrative Fees |
Saves an Average of $450 |
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Costly Payroll and Compliance Fines |
Help Avoid |
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Company Growth Rate |
7 – 9% |
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ROI |
27% |
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Closed During Pandemic |
-58% |
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Manuel Ramos
TERAO ASIA
取締役社長
We think INS Global is a good solution about starting business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.
INS Global’s PEO in Cyprus can be used to manage your employee recruitment needs in just 4 steps:
To make the most of a PEO agreement, you need to understand the difference between PEOs and EORs. This way, you’ll be able to choose the best for your business needs:
INS Global offers both Professional Employer Organization and Employer of Record services in Cyprus. Contact our team of experts today, or read this article to learn more about the specifics of these two services.
In Cyprus, employment contracts are not mandatory, but the terms of employment must be given in written form. The salary and benefits should be in Euros and the contract should be in the local language. Collective bargaining agreements (CBAs) are common practice in Cyprus and have an impact on employee wages and regulations.
Probation can last for six months, during which time the employee can be dismissed without cause.
Outside of the probation period, termination notices depend on the length of employment.
Work hours in Cyprus, including overtime, cannot exceed 48 hours per week.
Overtime is compensated at 150% of regular wages and 200% if the overtime hours are on the weekend.
There are 14 days of public holidays each year in Cyprus. Employees who have worked for six months are eligible for a minimum of 4 weeks of paid vacation time.
Those who work five-day weeks are entitled to at least 20 days of paid leave; the number of days increases to 24 for those who work six-day work weeks.
Sick leave in Cyprus is paid by social insurance but is not covered for the first three days. Depending on the applicable CBA, an employer may agree to pay the employee a percentage of wages during those three days.
Afterward, the employee should apply for social insurance and can receive 60% of their weekly salary for up to 156 days.
Maternity leave in Cyprus is 18 weeks, and is covered by the state. The mother will receive 72% of her regular salary. Mothers returning to work are eligible for one hour less work daily during the first nine months after birth.
Paid paternity leave is 2 weeks. Parents with children under 8 years old are entitled to 18 weeks of unpaid leave annually. In the case of a widow or widower, this number is increased to 23 weeks.
Income tax in Cyprus ranges from 0-35%, depending on taxable annual income. Corporate tax is 12.5%.
Both employers and employees are expected to pay 8.3% towards social insurance, as shown here:
splcy.com/social-insurance-contributions-and-national-health-insurance-system-cyprus
いいえ、各国の労働法を遵守するために、海外の現地法人を利用する必要があります。
外資系企業は、各国に現地法人を設立するか、現地の PEO (Professional Employment Organization) のサービスを利用して現地でスタッフを直接雇用することができます。
登録雇用主は、特定の国で雇用されているスタッフに対して責任を負う法人です。 実際には、外国企業は子会社を設立して海外従業員の登録雇用主になるか、PEOを使用して登録雇用主として行動することができます。
責任は国によって異なる場合があり、労働契約の問題、給与管理、税務コンプライアンス、社会保障管理、経費請求の申告、雇用と解雇など、すべてのスタッフ管理責任が含まれます。
手続きなど
一般的に、既存の PEO を記録上の従業員として使用して、従業員が海外に拠点を置くには 1 か月が必要です。 新しい子会社を正式な雇用主として設立する場合、遅延は 4 ～ 12 か月です。
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