Employer of Record Services

Every EOR handles this process a differently, but with Bradford Jacobs, our journey is this:

Step 1: Assessment

We like to understand your organization fully to assess which of our services will be most necessary in helping you globally expand; we call it a PEO relationship.

By taking the time to get to know your business and its goals, we get a better insight of who you would like to employee in the new territory. With this information, we can hit the ground running with processes that make sure your global employees are completely compliant, such as setting up payroll, benefits, tax, and visas.

Step 2: Onboarding

As your Employer of Record, we agree terms with you before setting up your employment contracts. Here, we are aiming to understand all your company benefits and working arrangements so that employees understand these from the get-go and feel like part of the family.

At this point we take a small service deposit to protect you and the employee in the event of sudden redundancy. Throughout the expansion process, as your chosen PEO Employer of Record, we take your protection and international compliancy seriously to reduce risk for all parties at every step.

Step 3: Ongoing support

We will provide continuous oversight to your global employees, ensuring that benefits and payroll are delivered on time, every time. No matter the time, country, or language, if you have any issues or concerns regarding payroll, benefits, tax, or legal compliance, we are here to help.

There is no limit on the size or kind of business that can benefit from an Employer of Record. If you are looking to expand into new countries, you may benefit from an EOR.

For small to medium-sized businesses who cannot shoulder the inherent risks of expansion alone, an EOR like Bradford Jacobs can offer support in local finance, HR, and employment laws all over the world. This means you can keep your resources streamlined and where you need them, focusing on your business growth strategy.

Even for the biggest of Fortune 500 companies, an EOR opens the door to new levels of global mobility, entering in new countries and markets compliantly with a team of experts with local knowledge and networks to make use.

We are not, but that does not mean we cannot find and recruit talent or international employees all over the world with our Global Employment Outsourcing services.

With our in-depth knowledge of employment laws around the world and existing relationships with local recruiters and talent, we cut down the time and resources needed to fill your international workforce with top talent.

While it sometimes appears more convenient and cost-effective to hire foreign contractors, doing so means you need to be knowledgeable on all the laws and regulations affecting their employment in whatever country you are moving into.

For example, to do so, you need to set up legal entity within that country, which can be a costly, drawn-out process. Not to mention that failing to do this beforehand can land you with some serious fines, penalties, and even potential a court case.

We are able to onboard a new international employee for you in hours or in some cases days. In, no longer than 3 weeks, you can have you entire set up in another country across all our countries. With years of expertise and existing local connects and labor infrastructure, we can get your new employees adding value to your company in no time.

As the company who knows best where your employees’ time is best spent, we will leave the day-to-day management to you. Our job is to handle the legalities and processes included in hiring international employees, such as payroll, benefits, and taxes, making sure they are all sorted and 100% compliant without ever landing on your desk.

There is no need. One of the major benefits of making a Global PEO your Employer of Record is that you do not need to set up a legal entity in another country to hire new employees, which, naturally, would require a heavy investment of time, money, and resources. We have existing infrastructures to be able to legally source, hire, and manage new global employee processes and remain 100% compliant in each country you need to operate in. It is what we do, and we do it well.

If you have found talent in a country we are not in, it will not be a problem. We have a network of experts around the world, meaning we can act as a liaison with local teams to organize payroll, benefits, taxes, and everything else your new employee needs.

As the United States in the only country to recognize “at-will employment”, you will not need to worry about this specific legality in other countries.

The idea of at-will employment is a US-only concept that means an employee can be fired at any time without prior warning, as long as the reason they are being fired is not illegal, such as an act of discrimination. This also applies to the employee, who may quit without formal warning, should they want to.

As your EOR, we understand the nuances of each countries’ labour laws, including collective bargaining agreements, workers’ union, and any specific regulations you may need to be made aware of. No matter the country, we will make sure you are compliant and in the loop.

Of course – that is why we are experts. We have years of experience in local labor laws, employment regulations, local work culture, and so much more, meaning we can handle every step of the process with 100% compliance and ease, as your chosen EOR.