Global Employer of Record · Since 2019
78% of companies now hire internationally. 87% say compliance is their hardest challenge. Hemiton Global eliminates both problems one legal employer of record across 7+ countries, zero entity setup, dedicated account manager, ₹0 penalties since 2019.
The global EOR market is expanding rapidly driven by the permanent shift to distributed work, rising compliance complexity, and 78% of companies now hiring internationally for remote positions. EOR is the infrastructure layer enabling the global talent economy.
Asia-Pacific EOR is growing at 17.1% CAGR — UAE, India, and Vietnam are the top 3 targets for 2026 cross-border hires
87% of companies expanding internationally cite meeting local tax and employment laws as their hardest task exactly what EOR solves.
Remote job postings grew 20% in Q4 2025–Q1 2026. 88% of top-funded startups hire cross-border within 18 months of their first international hire.
Setting up a legal entity now costs $15K–$50K+ per country and takes 3–6 months. EOR eliminates this from first conversation to live employee in 14 days.
The talent you need is rarely in the country where you’re incorporated. The engineers are in India. The sales team is in the UAE. The ops leaders are in Vietnam.
EOR is how smart companies hire where the talent is — without the $40,000 entity setup, without the 6-month wait, without the compliance risk landing on your balance sheet.
Hemiton Global is the EOR built for companies that think globally but need a partner that acts locally with real in-country expertise, not surface-level platform coverage across 100+ countries.
Test a new market with 1–5 hires before committing to a local subsidiary
Convert high-performing international contractors to compliant full-time employment
Replace 5 fragmented country vendors with one partner and one monthly invoice
Absorb acquired team members in new countries without setting up entities
Build distributed teams across APAC and MENA where the talent and cost advantage exists
Hire in complex markets like Saudi Arabia or Vietnam with full statutory compliance from day one
rom Series-A startups to enterprise teams if you’re hiring internationally, EOR is the fastest, lowest-risk path to a compliant workforce.
Series A–C companies building engineering, sales, or ops teams in India or UAE without the distraction of entity setup. Hire where the talent is, move fast.
Businesses expanding into new markets who need to validate headcount before committing to the cost and complexity of a foreign legal entity in 2–4 countries simultaneously.
Consulting, legal, and advisory firms deploying teams in the Gulf for client engagements who need UAE/KSA presence within 90 days without a regional incorporation.
HR and finance leaders who inherited 5 separate payroll vendors through acquisitions and need unified visibility, one invoice, and a single compliance partner across all markets.
Countries with live, operational EOR infrastructure UAE · KSA · KW · QA · OM · VN · IN · BH
Average from signed offer letter to fully onboarded, salaried employee UAE often inside 10 days
countries support through ICP (In-Country Partners)
Client retention rate — the best indicator that our service delivers on every promise vs industry avg of ~70–75%
Every compliance row below is something we manage every month, for real clients, right now. Select a country to see exactly what we handle.
Our headquarters and deepest in-country expertise. Comprehensive Payroll & EOR deployment with full PF, ESI, TDS, Professional Tax and Labour Welfare Fund management across all states. Fastest turnaround in our network — 3–5 day onboarding.
Full Employer of Record and payroll services across UAE Free Zones and Mainland entities. We handle WPS compliance, MOHRE registration, end-of-service gratuity, and visa processing end-to-end so you can hire without setting up a local entity.
Vision 2030-aligned employment solutions with full Nitaqat compliance, GOSI management and Saudization support across all sectors. Our local team handles Iqama processing and Mudad WPS filings end-to-end.
Qatar's post-FIFA infrastructure boom continues driving demand for engineering, construction, and technology talent. Qatar's WPS links to its minimum wage enforcement (QAR 1,000/month minimum) and labour reforms, including the kafala system transition.
Kuwait's payroll compliance runs through the Public Authority for Manpower (PAM), with visa renewals now linked directly to payroll proof submissions. Kuwaitisation quotas and PACI Civil ID management require experienced local knowledge.
Bahrain is the easiest GCC entry point — no Saudisation equivalent, a progressive financial sector, and the Gulf's most advanced WPS v2 system launched February 2026. Bahrain's LMRA manages all work permits efficiently.
Oman's 2024 Labour Law update significantly enhanced EOSB rights for expatriate workers and strengthened WPS coverage. Vision 2040 is accelerating demand across tourism, logistics, and technology sectors — requiring accurate new-rules payroll provisioning.
SHUI-compliant employment with full labor law adherence. Fast onboarding for businesses entering the Southeast Asia growth corridor. Trade union and 13th-month salary handled.
Hiring in UAE — what you need to know
The UAE is one of the fastest-growing global hiring markets, with 97% of companies planning expansion and a rapidly evolving regulatory landscape. Our UAE EOR covers both mainland and free zone employment, full WPS (Wage Protection System) compliance, gratuity management, and MOHRE obligations.
Hiring in KSA — what you need to know
Saudi Arabia's Vision 2030 is driving unprecedented demand for international talent. Our KSA EOR manages the full employment lifecycle — from Iqama sponsorship coordination to GOSI contributions and Saudisation compliance — in one of the most complex regulatory environments in the Middle East.
Hiring in Singapore — what you need to know
Singapore is the premier Asia-Pacific hub for international business, with a transparent regulatory environment and strong IP protections. Our Singapore EOR covers full CPF administration, MOM-compliant employment passes, IR8A annual filings, and the complete Employment Act obligations.
Hiring in UK — what you need to know
The UK requires careful navigation of PAYE, National Insurance, auto-enrolment pension obligations, and the IR35 off-payroll working rules. Our UK EOR handles the full suite of employer obligations — from Real Time Information (RTI) submissions to statutory leave entitlements under the Employment Rights Act.
Hiring in USA — what you need to know
The US is one of the most complex EOR markets globally — 50 states with varying tax rates, employment laws, and benefit mandates. Our US EOR covers federal and state payroll taxes, ACA compliance, benefits administration (401k, health, dental, vision), and at-will employment law compliance across every state you hire in.
Hiring in Vietnam — what you need to know
Vietnam is one of the fastest-growing destinations for tech and operations talent in Southeast Asia. Our Vietnam EOR manages the complete SHUI (Social-Health-Unemployment Insurance) framework, work permit coordination, Personal Income Tax registration, and the Vietnamese Labour Code — a complex but increasingly attractive market for global employers.
Hiring in India — what you need to know
India is our home market and strongest delivery capability. With headquarters in Pune and operations across all 28 states, our India EOR covers every statutory obligation — PF, ESI, TDS, PT, LWF, gratuity, bonus — with the deepest expertise in Indian labour law available from any EOR provider.
Every item below is included in your monthly per-employee fee. Payroll costs pass through at cost, line-by-line. No setup charges. No surprises.
Locally compliant contracts in the country’s language and legal framework — reviewed by in-country legal partners. Every hire, every country.
Accurate, on-time salary in local currency — all statutory deductions, employer contributions, net-pay calculations. Every cycle, without error.
Employer and employee tax registrations, monthly filings, quarterly returns, and year-end documents across all 7+ markets. Zero gaps.
Health insurance, gratuity, CPF, National Insurance, PF, ESI — all mandatory benefits administered per local law from day one of employment.
Offer letter to day-one. Right-to-work verification, digital documentation, equipment coordination, HRMS access — a structured start.
A single person who knows your account, your team, and your markets. Same-day responses. Not a helpdesk. Not a chatbot. A real specialist.
Ongoing tracking of law changes across all 7+ markets. You’re notified proactively — before anything affects your payroll, contracts, or filings.
Severance, notice periods, final settlement, reference letters — all statutory exit obligations handled correctly per each country’s law.
Our HR platform configured to your leave policies, approval chains, expense rules, and reporting needs. Not a generic tool — built around you.
Hundreds of international hires across 7+ countries have refined this process. Transparent, fast, and guided by your account manager at every step.
30 minutes. Target country, role, compensation, start date. We tell you exactly what's possible, how fast, and at what cost — before you sign anything.
Transparent service agreement — per-employee fee, full scope, timeline. No hidden line items. NDA signed before any sensitive discussion.
Compliant contract issued, statutory registrations completed (PF, CPF, GOSI, PAYE — per country), benefits enrolled, HRMS access live.
We process the full payroll run. You review and approve the preview. Your employee receives their first payslip — accurate, on time, compliant.
Monthly payroll, proactive compliance alerts, account reviews, and scaling support across every market. We grow with you.
Global EOR platforms offer broad coverage. We offer deep expertise in 7+ markets, a named account manager who knows your business, and a service model that treats every client like they’re the only one.
One specialist who knows your account, your markets, and your team from day one. Not a rotating support queue. Not AI chat. Not ticket #47,829. A real person who picks up the phone.
Large EOR platforms cover 150+ countries surface-level. We cover 7+ countries with genuine in-country legal partners, real-time regulatory monitoring, and specialists who know the nuances that matter WPS, Nitaqat, SHUI.
7–14 days from signed offer to live, salaried employee in any of our 7+ markets. UAE and Vietnam often inside 10 days. We don’t treat speed as a trade-off against compliance both are non-negotiable.
Our HR platform is built around your workflows your leave policies, approval chains, expense rules, and reporting structure. Not a generic self-serve portal you spend three weeks trying to configure yourself.
Whether your team is in 2 countries or all 7+ — one account manager, one monthly invoice, one dashboard showing every market’s payroll status in real time. No fragmentation across 5 vendors.
Technology is table stakes. What makes us different is how we treat clients. We respond the same day, we flag issues before you notice them, and we measure success by your confidence — not our platform’s uptime.
We compared ourselves honestly against large EOR platforms (like Deel and Remote) and
local single-country vendors. This is what matters to HR and finance leaders actually evaluating EOR partners.
| Evaluation criterion | Hemiton Global ✓ | Deel / Remote / Multiplier | Local Single-Country Vendors |
|---|---|---|---|
| Named account manager | Always — same person | Rotates, often no name | Varies per vendor |
| Average onboarding time | 7–14 business days | 14–30+ days typical | 30–90 days |
| Depth of local expertise | Deep — 7 markets, real teams | Broad (150+ countries) surface-level | Deep in 1 country only |
| HRMS configured to client policy | Yes — fully configured | Generic self-serve portal | No platform typically |
| Single invoice · all countries | Yes — one consolidated invoice | Yes if all countries on platform | One invoice per vendor |
| UAE + KSA specialist coverage | WPS, MOHRE, GOSI, Nitaqat | Generic Gulf coverage | Gulf-specific only |
| India — all 28 states | Full suite · HQ in Pune | Limited state coverage | Often metro cities only |
| Vietnam SHUI + PIT expertise | Yes — in-country specialists | Varies by country coverage depth | Vietnam-specific vendors only |
| Compliance penalty history | ₹0 since 2019 | Not disclosed publicly | Unknown |
| Minimum headcount requirement | None — start with 1 employee | Often 5–10 minimum | Varies |
| Same-day response SLA | Yes — named manager | 2–5 business days typical | Inconsistent |
| Pricing transparency | Flat fee + pass-through at cost | Platform fee; some mark payroll | Varies widely |
VP People Operations · QA SaaS Company → India expansion · 50 engineers in 6 months
“We’d spent four months trying to hire engineers in India — entities, lawyers, CA firms, all of it. Hemiton Global onboarded our first three in eleven days. Our account manager knew our business, our comp bands, and our compliance concerns before the first payroll ran. It didn’t feel like a vendor relationship. It felt like an extension of our team.”
VP People Operations · TechCorp APAC
VN → AE UAE expansion · 12 employees
SG→ VN Vietnam expansion · 8 employees
An Employer of Record (EOR) is a company that becomes the legal employer of your workers in countries where you have no legal entity. Under the arrangement, the EOR — in this case, Hemiton Global — signs the employment contract, runs payroll, withholds and files taxes, administers statutory benefits (PF, CPF, GOSI, NI etc.), and handles all HR compliance obligations. You retain 100% operational control — you direct the work, manage performance, and set day-to-day priorities. The EOR is the back-office legal layer, not the management layer. This model is recognised as a legitimate employment structure in all 7+ countries we operate in.
We currently operate in 7+ countries: UAE (7–10 days typical), Saudi Arabia (10–14 days — Iqama processing adds time), Qatar (7–12 days), Oman (7–12 days), Kuwait (7–12 days), Bahrain (7–12 days), and India (7–14 days, all 28 states). These are realistic timelines, not marketing claims. We’ll give you a specific estimate for your role and location in our first conversation — and we don’t start the clock until you hand us a signed offer letter and employee documents.
In the UAE: full WPS (Wage Protection System) compliance with SIF file generation and salary transfer, End of Service Benefit (gratuity) calculation and provisioning from day one, MOHRE contract registration, mandatory health insurance administration, and Emiratisation/Nafis advisory for clients needing it. In Saudi Arabia: GOSI (General Organisation for Social Insurance) contributions filed monthly, Iqama coordination and work permit support, Nitaqat Saudisation quota advisory, Qiwa platform filings, and all Saudi Labour Law contract requirements. Both markets have complex and frequently updated rules — our in-country legal partners track every change as standard practice.
This is one of the core values of EOR — regulatory change is our problem, not yours. Our in-country compliance specialists monitor government Gazette notifications, Ministry of Labour announcements, and legislative changes across all 7+ markets as a matter of standard practice. When a change affects your employment arrangements — a new minimum wage rate, a change to contribution rates, a new statutory leave entitlement — we notify you proactively and implement the required changes before any deadline. You’ll never first hear about a compliance change through a penalty notice under our management.
No minimum — and we genuinely welcome single-employee engagements. Many of our largest multi-country clients started by testing one hire in one country to evaluate our service before expanding. There is no penalty for starting small, no pressure to scale, and no artificially inflated per-employee fee for small headcounts designed to push you toward a higher commitment. Start with one. Scale when it makes sense for your business.
We charge a flat monthly management fee per employee — a single, transparent number that covers all administrative, compliance, legal, and HR management services. Employee salaries and employer statutory contributions (gratuity, CPF, GOSI, NI, PF, ESI, SHUI etc.) are passed through to you at exact cost, with a complete line-item breakdown on every invoice. We never mark up payroll costs. There are no setup fees beyond what’s disclosed upfront, no currency conversion markups, and no exit fees when employees leave or your engagement ends. The invoice you receive is exactly what we quoted — every month.
We manage EOR-to-entity transitions routinely and without disruption. When you’re ready — whether you’re setting up your own subsidiary, moving to a different provider, or bringing the employee directly onto your payroll — we handle the full transfer compliantly. This includes continuity of statutory benefits (no break in PF/CPF/GOSI accruals), transfer of employment documentation and history, final settlement calculations for any outstanding entitlements, and a handover to your HR team or new provider. We have structured exit and transition processes built specifically for this — it’s not an afterthought in our service model.
The global EOR market is $7.45 billion and growing at 9.24% annually — because smart companies are hiring where the talent is, not where they happen to be incorporated. Join them. One conversation. One partner. 7+ countries.
