Employ workers locally or globally while we manage employment, payroll and compliance on your behalf.
Employing contingent workers involves more than issuing a contract. Payroll, tax, benefits, compliance and local employment laws all need to be managed properly, whether you’re hiring one person or building a global workforce.
If you’re hiring in a country where you don’t have a legal entity, the complexity only increases.
An Employer of Record takes care of the employment responsibilities, so you can focus on your people and your business.
An Employer of Record (EoR) legally employs workers on your behalf while you manage their day-to-day work.
We handle employment contracts, payroll, tax, benefits and local compliance so you can focus on growing your business.
Employment:
Become the legal employer without a local entity.
Global Payroll:
Pay workers accurately and on time in local currencies.
Employment contracts:
Locally compliant contracts tailored to each market.
Benefits administration:
Manage statutory benefits and leave requirements.
Built-in compliance:
Reduce employment, tax and payroll risk.
Local Expertise:
Access HR, payroll and legal specialists in-country.
Ticked a few of these boxes?
Use our quick decision tree to see whether EoR is the right fit for your business.
Not sure whether you need an EoR or an AoR? Compare the two models to see which best fits the way you engage your workforce.
An Employer of Record takes care of the employment responsibilities behind the scenes. We manage contracts, payroll and compliance, while you stay focused on leading your people and growing your business.
Technology helps automate onboarding, payroll and compliance.
Our local experts make sure everything is done properly.
Together, that’s a faster, safer way to employ people globally.
Not all EoR providers are built the same. Compare leading EoR providers across the capabilities that matter most to enterprise workforce teams.
| Capability |  |  |  |  |  |  |  |  |  |  |  |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Employ workers without a local entity | |||||||||||
| Employ local and international workers | |||||||||||
| Locally compliant employment contracts | |||||||||||
| Payroll, tax & statutory administration | |||||||||||
| Statutory employee benefits | |||||||||||
| End-to-end employment lifecycle management | |||||||||||
| HRIS & payroll integrations | |||||||||||
| End-to-end workforce solutions (MSP, RPO, SOW & Sourcing) | |||||||||||
| Tailored workforce solutions | |||||||||||
| Dedicated account manager | |||||||||||
| Workforce advisory & optimisation | |||||||||||
| Human-led support backed by technology |
Disclaimer: This comparison is based on publicly available information from competitor websites and trusted third-party sources at the time of publication. Products, features and services may change over time. If you identify any inaccuracies, please contact us so we can review and update this comparison.
Employer of Record is just one part of the picture. We combine EoR with contractor engagement, supplier management, workforce compliance, global payroll and strategic workforce expertise, giving enterprise organisations one partner to support their entire contingent workforce.
EoR services allow a business to employ workers through a provider that becomes their legal employer. Depending on the provider’s coverage and the business’s needs, an EoR can support employees in the company’s local market as well as employees based in other countries.
The client continues to manage each employee’s day-to-day work, responsibilities and performance, while the EoR handles employment contracts, payroll, tax deductions, statutory benefits, HR administration and local compliance requirements.
This gives businesses a flexible way to employ people across different locations, including markets where they don’t have their own legal entity or employment infrastructure.
Global EOR services usually cover the legal, HR, payroll and compliance requirements involved in employing workers in another country.
Services typically include:
The exact requirements vary by country because employment, payroll and statutory obligations are governed locally. CXC combines local expertise with global infrastructure across 100+ countries, giving businesses a more consistent way to employ international workers while still accommodating local requirements. That means fewer disconnected processes and greater confidence when expanding teams across borders.
An employer of record solution is useful when you need to hire someone in a country where your business does not have a legal entity.
That could mean testing a new market before making a larger investment, hiring one or a small number of employees, supporting international remote workers, building a project team quickly or transitioning employees while your own entity is being established.
Instead of waiting months to build local employment infrastructure, EoR solutions provide an existing framework for legally employing and paying workers. This gives businesses a faster, more flexible route into new markets without setting up a local entity before they know whether a permanent presence makes commercial sense.
EoR solutions can make global hiring faster, simpler and less administratively demanding by providing the local infrastructure needed to employ workers across borders.
Businesses can enter new markets without immediately investing in entity setup, while gaining support with local employment contracts, payroll, statutory benefits, HR administration and compliance. This reduces pressure on internal teams and can lower the risk of employment-law mistakes or inappropriate worker engagement. Employees also benefit from structured local onboarding and reliable support.
With 34 years of experience and coverage across 100+ countries, CXC helps businesses turn international hiring into a repeatable process rather than starting from scratch every time they enter a new market.
EoR services use the provider’s local employment infrastructure to legally employ workers on behalf of the client.
The EoR enters into the local employment agreement with the employee and manages required registrations, payroll, taxes, statutory contributions and other employment administration. Meanwhile, the client remains responsible for directing the employee’s day-to-day work and managing their role within the business.
Because the employment infrastructure is already in place, the client can avoid establishing its own entity, local payroll operation, HR infrastructure and associated compliance processes before hiring. This is why global employer of record services are often used for rapid international expansion.
EoR solutions can support local compliance when the provider has the right in-country expertise and employment infrastructure.
A capable provider should understand local requirements covering employment contracts, statutory benefits, payroll tax, working time, leave entitlements, employee documentation and termination processes. These requirements vary significantly between countries and can change over time, so compliance depends on the quality of the provider’s processes and local knowledge rather than the EoR model alone.
CXC’s Human+ approach combines technology with experienced local experts and robust documentation, helping businesses maintain clearer, audit-ready employment records. That human oversight matters when local requirements, employee circumstances or employment decisions need more than an automated answer.
EoR services provide the legal employment structure for an international employee, while global payroll focuses on calculating, processing and delivering payments where an employment structure is already in place.
An EoR becomes the legal employer and typically manages local employment contracts, HR administration, statutory requirements, compliance and payroll. Global payroll services, by comparison, coordinate payroll calculations, deductions, reporting and payments without necessarily becoming the worker’s legal employer.
Put simply, payroll is part of an EoR service, but providing payroll alone does not make a company the Employer of Record. The right model depends on whether your business already has an appropriate local employment structure.
An EoR is for employees, while an AoR is for independent contractors. With EoR services, the provider becomes the employee’s legal employer and manages areas such as employment contracts, payroll, statutory benefits and local HR compliance.
An Agent of Record supports contractor engagements instead, including contractor classification, onboarding, payments and relevant tax documentation. It does not employ the contractor in the same way an EoR employs an employee.
Businesses with blended international workforces may use both models depending on how their workers are engaged. Keeping the two models distinct helps ensure the appropriate processes are applied to each worker population.
A strong EoR service provider should combine local compliance expertise, reliable payroll, responsive human support and scalable global coverage.
Look for proven in-country employment knowledge, transparent pricing, local legal and HR support, dedicated account management, audit-ready records and a strong employee experience. The provider should also demonstrate that it can support your business as hiring requirements change across countries and workforce sizes.
CXC’s Human+ model combines technology with experienced people rather than relying on a self-serve platform alone. With coverage across 100+ countries, 98% client retention and programmes ranging from 30 to 3,000 workers, we’re built to support complex international requirements. Our EoR evaluation checklist can help you compare providers.
Yes. EoR services can support everything from individual international hires to larger multi-country workforce programmes as a business grows.
Companies can use global EoR services for targeted hires, testing a new market, establishing regional teams, supporting short- or long-term projects, managing workforce transitions or expanding across several countries at once. The model can also provide flexibility when workforce requirements increase or decrease without requiring an entity in every location.
CXC supports programmes ranging from 30 to 3,000 workers, combining global infrastructure with local expertise as requirements evolve. This makes EoR a flexible option for businesses that need speed without compromising compliance.
Discover how CXC helped a leading global video game services provider scale its specialist contractor workforce in Malaysia without expanding local HR infrastructure.
See how a flexible EOR model enabled faster onboarding, streamlined visa and payroll management, and deployed 7 contractors in under three months, with onboarding reduced to around five working days.
Whether you’re employing one person or building an international team, we’ll help you hire compliantly from day one.
