Frequently Asked Questions

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No. Immigration authorities make the final decision. Sponsorship, an employment contract or a Certificate of Sponsorship does not guarantee approval.


Only when the person is genuinely independent. If the company controls the person’s schedule, work methods and ongoing responsibilities, an employment arrangement may be more appropriate.

The EOR handles formal employer responsibilities such as the local contract, payroll, statutory contributions and employment administration. The client company normally manages daily work, objectives and performance.

Yes. A company can use an EOR whose local entity becomes the employee’s legal employer. Other routes may include foreign employer registration, staffing or a genuine contractor arrangement, depending on local law and the working relationship.

The biggest risk is assuming that the provider’s country coverage automatically proves the arrangement is compliant. The actual employing entity, licence, contract, payroll registration, worker rights, immigration route and division of responsibilities must all be verified.

The EOR’s employing entity normally operates payroll and pays or remits required employment taxes and statutory contributions. The exact responsibility and filing method must be verified under local law. The client may still have separate corporate-tax obligations.

Yes, but the reason should be clear. The entity may not yet have employer accounts, a role may sit outside internal headcount, or the employee may work in another country. Employment, tax and co-employment risks should still be reviewed.

Yes. This is a common market-entry route. A company can hire its initial employees through EOR, establish an entity after confirming long-term investment, and then transfer the employees.


No. An EOR can support fixed-term employment where local law permits it, but it is usually most useful for dedicated employees joining an ongoing overseas team. Fixed-term contracts must still satisfy local requirements.

Often, yes, provided the local EOR model is permitted and appropriate for the employees’ activities.

The company should define the future transfer plan before hiring and separately evaluate tax, licensing, immigration, permanent establishment, and China-side regulatory requirements.