Frequently Asked Questions

There is no universal threshold. As a planning framework, EOR often suits teams of 1–10 employees, companies with 10–30 employees should compare both models, and teams above 30 employees should seriously evaluate an entity.

Licensing, revenue activities, and long-term commitment may override employee numbers.

Usually, contractor arrangements are not designed for employer-sponsored work visas. If an individual requires sponsorship, EOR or direct employment through a qualified local entity will generally be more appropriate.

Providing benefits does not automatically determine status, but employee-style benefits may support a finding that the relationship is employment. Contractor benefits and insurance arrangements should be reviewed locally.

Working full-time does not automatically make someone an employee, but regular hours, exclusivity, close supervision and long-term integration increase classification risk. The complete working relationship must be assessed.

COR can reduce administrative and compliance risk by providing classification checks, local agreements and centralized records. However, it cannot eliminate misclassification risk if the company manages the contractor like an employee.

Usually, but the transfer is not merely an administrative platform change. It may require ending or transferring the existing employment relationship, issuing new contracts, preserving entitlements, migrating payroll and completing local registrations.

Timing depends on the country, contract review, employee documents, employer registrations, benefits and work authorization. sailglobal states that a typical onboarding process can take one to two weeks and may be completed faster when documentation is ready.

Yes. The client generally assigns work, sets business objectives, manages daily performance and controls operational activities. Employment actions should be coordinated with the EOR.

A comprehensive review should generally occur at least annually and after major changes, such as entering a new country, changing provider, launching Payroll, transferring EOR employees, reorganizing, or conducting a workforce reduction.