Employer of Record (EOR) – Master Buyer FAQ

Setting up your own local entity requires legal incorporation, payroll, HR, and compliance management, often costing tens of thousands upfront. An EOR like SOS removes these overheads, charging only per-employee fees. This makes market testing, pilot teams, or fast expansion far more cost-efficient and avoids locking capital in administrative infrastructure.

Yes. SOS offers tiered pricing for larger teams. Volume discounts reflect efficiency in payroll, compliance, and account management. Startups or scale-ups hiring multiple employees benefit from lower per-employee costs while maintaining compliance. Transparent tiered tables show projected savings, helping businesses forecast costs as teams scale without sacrificing service quality.

Payment terms usually involve monthly invoices per employee. SOS provides clear invoicing schedules, with payment via bank transfer or approved digital channels. Fees cover all statutory obligations, payroll, and compliance services. Transparent invoicing ensures there are no surprise charges, allowing businesses to forecast budgets confidently while keeping all employment costs predictable.

Legitimate EOR providers disclose all fees upfront. SOS does not charge termination fees, FX markups, or setup costs. Any optional services, such as HR support or recruitment, are agreed in advance with itemised pricing. Transparency prevents surprises, enabling businesses to evaluate total cost per employee accurately and make informed staffing decisions.

SOS tracks local labour legislation, ensuring employment contracts, statutory benefits, tax filings, and terminations meet requirements. Our HR and legal teams update policies continuously, reducing penalties or legal exposure. Partnering with SOS transfers compliance responsibility to experienced professionals who handle employment obligations daily, giving businesses peace of mind.

SOS safeguards IP and sensitive data via NDAs, IP assignment clauses in contracts, and ISO 27001-compliant secure storage. Data is encrypted and access-controlled, complying with GDPR and local privacy laws. This ensures clients retain ownership of intellectual property while maintaining secure, legally compliant management of employee information.

Relying on third-party partners without oversight can cause slow onboarding, compliance lapses, and legal liability. Non-compliant partners may incur fines for misclassification or late filings. Choosing an EOR that owns entities, or rigorously vets partners, reduces risk and ensures timely compliance, protecting your business from operational and legal exposure.

 A professional EOR monitors local labour laws, tax obligations, and statutory benefits across jurisdictions. SOS leverages owned entities and vetted partners to maintain consistent compliance worldwide. This enables seamless expansion without exposing your company to penalties, while providing standardised processes and documentation, making international hiring simple and legally secure.

SOS manages legal employment, payroll processing, statutory benefits, onboarding, tax filings, and employment contracts. Optional HR support, recruitment, and benefits upgrades are also available. The EOR acts as the compliant in-country employer, enabling your team to focus on core business while SOS ensures all employment obligations are met professionally.

Yes. SOS can employ full-time staff and manage contractors through a compliant Agent of Record (AOR) model. Proper classification avoids penalties. This dual approach allows organisations to maintain a blended workforce under one provider, simplifying compliance and administration without compromising legal or operational standards.

SOS provides detailed payroll reports, compliance records, and statutory filings for each employee. Documentation is standardised and accessible, ensuring audit readiness. Transparent reporting supports internal decision-making, external compliance audits, and board reporting. Businesses gain visibility into employee costs and statutory obligations without administrative overhead.

SOS contracts are month-to-month with a 30-day notice period. No exit penalties are applied. If you expand, reduce, or relocate teams, the EOR can adjust services accordingly. This flexibility allows businesses to scale confidently, test new markets, and make changes quickly without being locked into rigid contractual commitments.

SOS processes payroll locally, in compliance with statutory requirements. Employees receive timely payments in their local currency. Taxes, social security, and other statutory contributions are filed automatically. This ensures consistent payroll management across geographies, reduces errors, and provides employees with reliable, legally compliant compensation without administrative headaches.

SOS handles mandatory social security, health insurance, and other local statutory benefits. Optional packages such as private health insurance or retirement plans can be included. By managing benefits centrally, the EOR ensures compliance, supports employee satisfaction, and alleviates HR burden for your company, while keeping costs transparent and predictable.

Yes. SOS supports remote employees globally, ensuring labour law compliance, tax registration, and payroll processing. Our systems track location-specific requirements and statutory obligations, allowing staff to work in different regions without risking compliance issues. This flexibility suits distributed teams and modern hybrid workforce needs.

Contracts are tailored per country, including statutory obligations, IP clauses, and termination policies. SOS ensures legal enforceability and compliance with local labour law. Contracts are standardised for clarity and risk reduction, while flexible enough to incorporate client-specific policies, enabling seamless management of global employees.

SOS monitors legislation in all operating regions. Regulatory changes trigger updates to contracts, payroll, and compliance processes. Clients are notified promptly. This proactive approach ensures continuous compliance, minimises exposure to penalties, and allows businesses to operate globally with confidence, avoiding disruptions due to sudden legal changes.

 Intellectual property is safeguarded via NDAs, IP assignment clauses, and secure contract enforcement. SOS ensures that all work product legally belongs to the client and confidential information is protected. Employees understand ownership obligations, reducing IP risk while enabling smooth collaboration with distributed teams.

SOS follows GDPR and local privacy laws, encrypting and controlling access to employee and client data. ISO 27001-aligned security protocols ensure secure storage, transfer, and processing. Data handling policies minimise breach risks, maintaining confidentiality and regulatory compliance while providing clients and employees with legal assurance.

Yes. SOS provides global staffing solutions, combining owned entities and vetted partners. Compliance, payroll, benefits, and onboarding are managed consistently across borders. Businesses can expand quickly without setting up multiple entities