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Empower your growth with peace of mind by choosing the where and who, while we handle the how. Helios serves as your Employer of Record (EOR), tackling complex compliance challenges with a dedicated team of experts in employment, tax, benefits and local labor laws. Focus on your business as we navigate the intricacies, ensuring you can expand confidently.
Hire, onboard, manage and pay top talent worldwide in just minutes, without the hassle of entity setup.
Easily expand your global presence with in-depth data, analytics and insights at your fingertips. Empowering your HR teams with tailored salary insights, benefits mandates and precise employer cost assessments by country. Make informed strategic decisions for your growth journey, from team building to operational efficiencies, all within a single, integrated platform.
Hire employees anywhere to build your global workforce, all on one platform.
No entity, No problem, we got your covered! You don't need a local entity to hire the best talent anymore!
Test new markets, lower costs and save up to 87.5% compared to setting up an entity; which substantially improves margins and reduces your business risk.
Leverage our global expertise, service approach and technology enablers to reduce risk, improve compliance and simplify the complexity of global expansion.
That includes payroll processing, tax withholding, benefits administration and HR management.
Get all the support and guidance you need on compliance, taxes and employee benefits.
Onboarding, compliance with local laws and regulations, payroll processing, benefits administration and HR are all automated and manageable through a single dashboard.
Transform the way you manage remote global teams with Albert-IQ. Enhance efficiency and ensure compliance effortlessly with our intuitive platform. Say goodbye to manual processes and embrace a smarter way to streamline operations and drive success across borders. Empower your teams to collaborate seamlessly and achieve peak performance with Albert-IQ as your strategic ally. Experience the future of remote team management today!
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Elevate your global hiring experience with tailored onboarding workflows that bridge the knowledge gap seamlessly across borders. Our localized approach ensures a smooth transition for new talent in different countries, providing them with a great first impression and a sense of cultural inclusivity within your global workforce.
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Empower your organization to thrive in today's dynamic work environment with Communities, the ultimate solution for bringing together remote, hybrid and office teams. Seamlessly bridge the gap between different work setups and locations, enabling you to reach and engage your teams like never before.
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Revolutionize your benefits administration with our cutting-edge tool that offers full visibility into benefit offerings across your global teams. From tracking enrollment status to managing open enrollment seamlessly, empowering employees with self-service for life event changes, and simplifying dependent management – our modern benefits admin tool has you covered
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Streamline your global payroll processes, eliminate the complexities of managing entities in various countries and enjoy a hassle-free experience. Our simple and intuitive platform makes it easy for you to report time and ensure compliance with local regulations, allowing you to concentrate on your core business activities. Let us take the burden off your shoulders and help you achieve payroll efficiency and accuracy with ease.
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Go global cost-effectively and avoid setting up costly entities in multiple countries. Streamline compliance, payroll and benefits. Scale your international workforce faster, more efficiently and minimize expenses. Experience the financial advantages of simplified global expansion today.
Learn moreExpand your talent opportunities to the billions
Employing an Employer of Record (EOR) solution presents a strategic opportunity for businesses to efficiently recruit employees worldwide without the need to establish a legal entity in each target country. By partnering with Helios as your EOR, companies benefit from a local knowledge base in the desired countries, enabling seamless recruitment on the company's behalf.
Imagine you're a UK-based company seeking to expand your team in South Africa. With the support of Helios as your EOR, this becomes a feasible and straightforward process. Upon engaging with Helios, the entire hiring process, from recruitment and onboarding to HR administrative tasks, is expertly managed, ensuring full compliance with local regulations in the designated country.
While the employee is officially on Helios’ payroll, they operate as a valued member of your team, working under the EOR's umbrella just like any other employee. This arrangement empowers businesses to access global talent pools, overcome geographical barriers and scale their operations efficiently without the complexities associated with establishing legal entities in multiple jurisdictions.
By leveraging an EOR solution with Helios, businesses can streamline their international hiring processes, mitigate compliance risks and focus on driving growth and innovation while leaving the administrative burdens to experienced professionals.
When it comes to onboarding your new employees through Helios, the process is designed for efficiency and convenience, often completed within a single day. Once your new hire is selected, they will receive an email invitation to join the Helios platform. Through this platform, employees can easily input their personal information, bank details, submit necessary documentation and electronically sign their employment contract.
Furthermore, a dedicated onboarding manager will be available to assist both you and the new employee throughout the onboarding journey. This individual will address any inquiries, provide guidance, and ensure a smooth transition into the company. By leveraging Helios' streamlined onboarding process, you can swiftly integrate new team members, enabling them to become productive contributors to your organization without unnecessary delays. This efficient onboarding approach not only enhances the employee experience but also demonstrates your commitment to a seamless and supportive transition for all new hires.
Handling severance and termination according to a country's local labor laws is crucial. These laws often vary depending on an employee's location. Typically though, you will need to pay attention to the proper termination notice, severance payouts, and managing any accrued benefits like unused vacation days. Helios manages the entire process to ensure everything goes smoothly.
PEO (Professional Employer Organization) and EOR (Employer of Record) services are both external providers that offer support to companies in managing HR, payroll and employment-related functions. While they share similarities in their services, there are distinct differences in how they operate and the level of involvement they have in business decisions.
In a PEO arrangement, a joint employment model is established where both the PEO provider and the company share authority over certain aspects of the business. The PEO typically takes the lead on HR and payroll-related matters, while the company retains more control over day-to-day operations and management tasks. This shared responsibility framework allows businesses to benefit from the expertise of the PEO while maintaining a level of autonomy in running their operations.
On the other hand, an EOR arrangement designates the EOR as the legal employer of the workers, assuming primary responsibility for all legal obligations related to employment. This setup enables companies to offload the burden of compliance and administrative tasks to the EOR, freeing up valuable time and resources to focus on core business activities and strategic initiatives. By entrusting the EOR with legal responsibilities, companies can streamline their operations, reduce compliance risks and enhance operational efficiency.
In essence, while PEOs and EORs both offer valuable support in managing HR functions, the key distinction lies in the level of involvement in compliance matters and legal responsibilities. Businesses can choose the service model that best aligns with their needs, whether seeking shared management responsibilities with a PEO or opting for comprehensive legal support with an EOR to optimize their operational effectiveness and compliance adherence.
In evaluating whether an Employer of Record (EOR) is a suitable solution for any given country, the response is contingent upon various factors.
Primarily, the feasibility of establishing EORs is more straightforward in nations with well-defined labor laws and regulations. In such jurisdictions, the process of setting up and operating through an EOR tends to be more streamlined and efficient. However, in countries with less transparent or more intricate legal frameworks, the landscape can present challenges, potentially restricting the availability and effectiveness of EOR options.
When considering the appropriateness of an EOR for a specific country, it is essential to assess the local regulatory environment comprehensively. Factors such as labor laws, tax regulations, compliance requirements and cultural nuances should all be taken into account to determine the feasibility and viability of utilizing an EOR in that particular jurisdiction.
While an EOR can offer significant benefits in terms of simplifying international expansion and managing global workforce compliance, careful consideration of the specific country's legal and regulatory landscape is crucial to determine whether it is a suitable solution for your business needs. Consulting with experts in international employment and compliance can provide valuable insights and guidance in making informed decisions regarding the use of EOR services in various countries.
Selecting to establish a local entity rather than engaging with an EOR is typically advisable when you are dedicated to expanding your business presence in the new country and intend to hire a significant number of employees. This strategic approach enables you to create a more enduring presence and construct a robust organizational framework within the target market, with Helios offering assistance in managing your local payroll effectively.
Nevertheless, it is crucial to conduct thorough research and gain a comprehensive understanding of the legal and financial implications associated with setting up a local entity in a foreign jurisdiction before proceeding. Seeking guidance from legal and financial experts with expertise in international business operations can help you navigate the intricacies of global expansion and ensure compliance with all pertinent regulations.
When you engage an EOR, your workers become employees of the EOR for legal and administrative purposes. However, you retain control over the day-to-day tasks and management of your employees. The EOR takes care of employment-related tasks such as issuing paychecks, managing taxes, providing benefits and ensuring compliance with local labor regulations.
The pricing structure for an Employer of Record service is influenced by several factors, including the number of employees, the countries of operation, the scope of services needed and the level of support desired. Generally, EOR services adopt a monthly fee per employee model, which encompasses a base fee along with potential supplementary charges for specialized services.
In addition to the base fee per employee, there may be additional costs associated with tailored services such as HR consulting, payroll processing, benefits administration, legal compliance and other specialized offerings. It is recommendable to engage in discussions with your EOR provider of choice to gain a comprehensive understanding of its fee structure and to ensure that the services offered align with your business needs and budget constraints. By selecting an EOR service that offers transparent pricing and tailored solutions, you can effectively manage costs while accessing the support necessary to streamline your global workforce management. At Helios, we provide a simple and easy to understand pricing structure without hidden fees.
Absolutely yes, when engaging an Employer of Record (EOR) service, you retain full control over the day-to-day activities and duties of your employees. While the EOR takes charge of essential employment-related tasks like payroll processing and benefits administration, you maintain authority over directing the work of your employees and overseeing their performance. This means that you can continue to set expectations, delegate tasks, provide feedback and manage your team's productivity without any interference from the EOR.
By leveraging the support of an EOR, you can offload administrative burdens while retaining the autonomy to lead and guide your employees effectively. This collaborative approach allows you to focus on driving your business forward while ensuring that your workforce operates smoothly and efficiently under your guidance.
While both EORs and PEOs offer employer services, they differ in terms of the employer responsibilities they assume. With an EOR, you retain more control over your employees, while the EOR manages the legal and administrative aspects of employment. In contrast, a PEO shares more employer responsibilities, such as co-employment and risk-sharing and is mainly only allowed in the United States where a company is registered both on a Federal and State level as an employer.
When utilizing an Employer of Record (EOR) service, it is crucial to understand that the EOR assumes the responsibility of maintaining compliance with labor regulations and carrying out accurate payroll functions on behalf of your business. Should any issues arise regarding compliance or payroll discrepancies while using an EOR service, it is expected that the EOR will have well-established procedures in place to promptly identify, address and resolve these issues. This proactive approach helps to mitigate any potential negative consequences that may affect your business operations. By entrusting these critical tasks to an EOR, you can focus on your core business activities with the assurance that any compliance or payroll challenges will be managed effectively and efficiently.
When contemplating whether employees can be granted equity while utilizing an Employer of Record (EOR) service, the answer is affirmative, albeit subject to country-specific regulations. In many jurisdictions, including the United States, companies have the ability to provide employees with equity incentives, such as non-qualified stock options (NSOs), even when engaging an EOR.
In the U.S., where the EOR model is commonly employed, companies can utilize NSOs to grant equity to employees. Since the formal employment relationship is technically with the EOR rather than the company directly, NSOs are often the preferred equity incentive structure. This allows businesses to offer employees a stake in the company's success and align their interests with the organization's long-term goals, fostering loyalty and motivation among the workforce.
It is essential for businesses to understand the specific regulations and tax implications related to equity compensation in each country where they operate. By working closely with legal and financial advisors, companies can navigate the complexities of equity incentives while leveraging the flexibility provided by an EOR service to effectively reward and retain top talent across diverse geographical locations.
Navigating the complexities of benefits offerings for employees requires a tailored approach that considers the unique regulations and requirements of each country. At Helios, we understand the importance of providing comprehensive benefits packages that comply with local laws and cater to the diverse needs of employees.
In every country where we operate, there are specific regulations outlining the mandatory benefits that must be provided to employees, encompassing areas such as healthcare, unemployment benefits, insurance coverage, and social security contributions. Helios is dedicated to ensuring that every employee receives the essential localized benefits mandated by law, in addition to any optional benefits that organizations wish to offer.
Our benefits strategy is twofold, consisting of a global offering that provides coverage both in employees' home countries and globally, with some minor country-specific limitations, as well as localized plans tailored to the employee's home country. Our comprehensive benefits packages include a variety of options such as medical, dental, vision, life, and disability coverage, as well as additional perks like meal vouchers, discount programs, and car rental benefits.
By partnering with Helios, businesses can rest assured that employees are well taken care of with a range of benefits that promote well-being, security, and satisfaction. Our commitment to delivering tailored benefits solutions ensures that employees feel valued and supported, contributing to a positive workplace culture and employee retention.
We prioritize safeguarding intellectual property rights by incorporating robust protection clauses in our contracts. These clauses are specifically designed to ensure that all intellectual property rights are clearly defined and transferred to you as our client. Our approach to dealing with intellectual property involves a careful and transparent process that guarantees your ownership and control over any IP assets created or utilized within our partnership. We are committed to upholding the highest standards of IP protection to secure your interests and foster a mutually beneficial relationship.
Yes, you have the option to hire employees in other countries without an Employer of Record (EOR) by establishing a local entity in that specific country. While this route may grant you more autonomy and control over your operations, it also entails a higher level of complexity and legal responsibility. By setting up a local entity, you assume full legal liability for any potential issues that may arise, such as adhering to local labor laws, tax regulations and other statutory requirements. If you opt not to proceed with EOR services, Helios can provide support through Contractor Pay and Global Payroll solutions to assist you in managing your international workforce efficiently.
Selecting to establish a local entity rather than engaging with an EOR is typically advisable when you are dedicated to expanding your business presence in the new country and intend to hire a significant number of employees there. This strategic approach enables you to create a more enduring presence and construct a robust organizational framework within the target market, with Helios offering assistance in managing your local payroll effectively.
Nevertheless, it is crucial to conduct thorough research and gain a comprehensive understanding of the legal and financial implications associated with setting up a local entity in a foreign jurisdiction before proceeding. Seeking guidance from legal and financial experts with expertise in international business operations can help you navigate the intricacies of global expansion and ensure compliance with all pertinent regulations.
An Employer of Record (EOR) is a company that serves as the legal employer for your workers. By partnering with an EOR, you can outsource various employer responsibilities such as payroll processing, tax withholding, benefits administration and compliance with labor laws. This allows you to focus on your core business activities while the EOR handles the complexities of employment.
1. Compliance: One of the primary benefits of EOR services is ensuring compliance with local labor laws, tax regulations and employment standards in the countries where you operate. By acting as the legal employer of record, the EOR takes on the responsibility of handling payroll, tax withholding, benefits administration and other HR functions in accordance with local regulations, reducing compliance risks for your organization.
2. Global Expansion: EOR services enable companies to expand into new markets quickly and cost-effectively without the need to establish legal entities or navigate complex regulatory requirements in each country. This flexibility allows businesses to enter new markets, test business opportunities and scale operations more efficiently.
3. Risk Mitigation: By partnering with an Employer of Record, organizations can mitigate risks associated with international operations, such as legal liabilities, employment disputes and financial penalties for non-compliance. The EOR assumes the legal responsibilities of an employer, allowing companies to focus on their core business activities while minimizing risks.
4. Operational Efficiency: EOR services help streamline HR and payroll processes by centralizing administrative tasks, standardizing procedures and leveraging technology to improve efficiency. This should result in cost savings, reduced administrative burden, and improved accuracy in payroll and compliance-related tasks.
5. Access to Talent: Employing an EOR can provide access to a broader pool of talent in different regions, allowing companies to hire local employees without the need to establish a legal entity in each country. This can help organizations attract and retain top talent in competitive markets.
6. Scalability: EOR services are scalable and can adapt to the changing needs of your organization as it grows or enters new markets. Whether you need to onboard a few employees in a new country or expand your workforce globally, an EOR can provide the necessary support and infrastructure to facilitate your growth.
Utilizing an Employer of Record service offers organizations a strategic advantage when expanding internationally, enabling them to navigate complex regulatory landscapes, manage risks, improve operational efficiency, and access talent in new markets with confidence.
Yes, you can use an Employer of Record (EOR) service for remote workers in many cases. Employing remote workers, especially those located in different countries, can present unique opportunities but also challenges related to compliance, payroll, taxes and legal considerations. By leveraging an EOR service for your remote workforce, you can effectively address these challenges and ensure that your remote workers are properly onboarded, paid and managed in compliance with local regulations.
Here are a few key points to consider when using an EOR service for remote workers:
1. Compliance: An EOR can help ensure compliance with local labor laws, tax regulations and employment standards for remote workers. The EOR acts as the legal employer of record, taking on the responsibility of managing payroll, benefits, taxes and other HR functions on behalf of your remote workers in accordance with local laws.
2. Risk Mitigation: Partnering with an EOR for remote workers can help mitigate risks associated with international employment, such as legal liabilities, compliance issues and employment disputes. The EOR assumes the legal responsibilities of an employer, reducing your organization's exposure to potential risks.
3. Global Reach: EOR services typically have a global presence and infrastructure that allows them to support remote workers in various countries. This can be particularly beneficial if you have remote workers located in different regions or countries, as the EOR can provide localized support and expertise.
4. Administrative Support: EOR services can handle administrative tasks related to payroll processing, tax withholding, benefits administration and compliance for your remote workers. This can help streamline HR processes, reduce administrative burden and ensure that your remote workers are paid accurately and on time.
5. Scalability: EOR services are often scalable and can adapt to the changing needs of your remote workforce as it grows or evolves. Whether you need to onboard new remote workers, expand into new markets or adjust staffing levels, an EOR can provide the flexibility and support required to accommodate these changes.
The speed at which an Employer of Record (EOR) can onboard employees depends on various factors, including the complexity of your requirements, the quantity of employees to be onboarded and the jurisdictions involved. Reputable EOR services generally aim to streamline the onboarding process and can typically complete the onboarding within a few weeks. However, here at Helios, we pride ourselves on our efficiency and can onboard employees in a matter of days. Our streamlined onboarding procedures ensure a swift transition for both you and your employees, allowing you to quickly integrate new team members into your workforce without unnecessary delays. This rapid onboarding process not only facilitates a seamless transition but also demonstrates our commitment to providing prompt and reliable EOR services tailored to meet your specific needs.
Yes! Switching or terminating an Employer of Record (EOR) service is generally possible, but the specific process and requirements may vary depending on the terms outlined in your agreement with the EOR and local regulations. It is essential to carefully review the contract terms related to termination and transition procedures to understand any potential fees, notice periods or other obligations associated with making changes to your EOR arrangement. This also goes for moving from an EOR solution to a Global Payroll Solution.
When considering switching or terminating an EOR service, here are some key factors to keep in mind:
1. Contractual Terms: The first step is to review the contract you have in place with the EOR. The agreement should outline the terms and conditions related to termination, including any notice periods, fees or specific procedures that need to be followed when ending the service.
2. Notice Period: Many EOR agreements require a notice period to be provided before terminating the service. This notice period could vary depending on the terms of the contract and may range from a few weeks to a couple of months.
3. Fees and Penalties: Some EOR agreements may include provisions for termination fees or penalties for ending the service before the contract term expires. It is important to understand these financial implications and factor them into your decision-making process.
4. Transition Process: When switching or terminating an EOR service, it is essential to have a plan in place for the transition. This may involve transferring payroll, employee data, and other HR-related information to a new provider or bringing these functions in-house.
5. Legal Compliance: Ensure that the termination of the EOR service complies with any legal requirements in the jurisdictions where you operate. This includes fulfilling any obligations related to employee termination, payroll processing, and compliance with local labor laws.
By carefully reviewing the terms of your agreement with the EOR, understanding the process for switching or terminating the service and planning for a smooth transition, you can effectively navigate the process of making changes to your EOR arrangement when needed. It is advisable to communicate openly with the EOR and seek guidance from legal and HR professionals to ensure a successful transition while minimizing any potential disruptions to your operations.
Arrange a consultation with our worldwide team of experts or explore our self-service option. We will create a tailored, complimentary account to meet your team's requirements.
Effortlessly onboard both new hires and current team members using our user-friendly platform.
Receive dedicated support from our team, helping you navigate local regulations and providing assistance to your team members, ensuring a smooth setup process.
