What We Do

An employer of record may assume responsibility for any of the following tasks:

• Running payroll and paying employees
• Filing and paying employment-related taxes
• Administering benefits
• Managing workers’ compensation claims
• Managing unemployment claims
• Supporting regulatory compliance

Transferring these responsibilities to an EOR does not mean an employer has no say in employee affairs – quite the contrary. Employers are still in charge of day-to-day operations, work assignments, and employee performance and development.

Employers of record are particularly helpful on the international stage. Employers may rely on the expertise of an EOR if they:

• Expand domestic operations to a foreign location
• Merge with or acquire another company across international borders
• Employ people who are working remotely in other countries
• Have a global workforce or conduct business in multiple countries
• Need help managing payroll, benefits, workers’ compensation, etc.

Our overseas force is located in the Philippines. We have offices at the GT Tower in Makati (Metro Manila). Most of the employees are remote throughout the Philippines but we can also offer office space to employees within the Manila area if the client requires the employee to work from a private office. We are planning to offer employees from Colombia later this year. 

Of course!! We use Checkr to perform our background checks. for more information visit the Checkr website checkr.com or click on the link below.  Checkr – Employee Background Screening for Companies 

An employer of record is a third-party provider that is legally responsible for another organization’s employees. It can be located within the same country as the business it employs workers for or in another country with different employment laws.

The EOR handles employment administration, such as payroll and regulatory compliance, while the client business maintains managerial control of its employees and their work assignments. This arrangement allows employers to expand their operations without being overburdened by the administrative and risk management tasks that may arise when entering a new geographic region.

• Expand into new markets
  Due to red tape, registering a business in another country may take considerable time. An EOR that is already registered in the destination country can hire and onboard employees on the client’s behalf so work can begin faster than if the client attempted to register independently.
• Minimize risks
  Employers of record often have in-depth knowledge of local regulations, so their clients don’t have to understand the full scope of the laws themselves. And if a compliance violation occurs, the EOR is generally liable, not the client.
• Alleviate administrative burdens
  The administrative duties associated with having employees, such as processing payroll and filing taxes, require resources that could be better served elsewhere. By handing these tasks off to an EOR, employers can spend time on more impactful initiatives, like client relations, product enhancements, growth strategies, etc.
• Cut expenses
  Eliminating red tape, reducing compliance risk and outsourcing labor-intensive tasks may ultimately lead to financial savings. In many cases, the expense of an EOR is less than the cost of setting up an entity in a foreign country and independently managing onboarding, workplace compliance, payroll and taxes.