Moving employees from your entity to an EOR

Separate the employee move from entity wind-down

An EOR contract does not itself close your company, settle tax filings or remove historic liabilities. Map the work that remains with the entity and its professional advisers.

• Outstanding employee entitlements and final payroll responsibilities.
• Tax, accounts, banking, leases and customer or supplier obligations.
• Records retention and access after the entity closes.
• Commercial activities or local-presence issues requiring separate advice.

Test the proposed local arrangement

Identify the legal employing entity and the permitted service model. Ask how local specialists assess the actual roles and client relationship.

• Local provider permissions and who signs employment contracts.
• Role, duration, supervision and country-specific restrictions.
• Benefits, policies and employee support after transfer.
• Liability allocation in the documents you will sign.

Agree the person and the promise

Service quality becomes concrete when you know who will own the problem. Ask for the same clarity whether you are moving one person or a hundred.

• A named migration owner and continuing account contact at your headcount.
• Direct contact channels, working hours, response commitments and a named backup.
• A written escalation route to local payroll and employment specialists.
• Employee support responsibilities, languages and time zones.

Build a handover around the first correct payroll

Work backwards from the intended payday. Give each dependency an owner and a decision date; do not turn an illustrative timetable into a guarantee.

• Confirm the lawful employment-transfer mechanism before issuing resignation instructions.
• Record original service dates, accrued leave, contracts, benefits and pension differences.
• Check consultation, immigration, registrations and employee communications.
• Reconcile outgoing and incoming payroll calculations and securely hand over necessary records.

Compare the invoice and the funding

Price the same workforce, countries and service scope. An attractive management fee can sit beside a costly FX spread, deposit or exit commitment.

• Management, payroll-based, benefits, setup and offboarding charges.
• FX reference rate, fixing time, charge percentage and the actual conversion base.
• Bulk discount thresholds, eligible fees, term, country pooling and minimum seats.
• Outstanding deposits, new prefunding, refund dates and overlapping charges.

Common questions