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.

The key differences are depth vs breadth, and service vs platform. Large EOR platforms cover 150+ countries at surface level with generic compliance tools and self-serve portals. We cover 7 countries with genuine in-country legal partners, specialists who know the nuances (WPS enforcement in UAE, Nitaqat quotas in KSA, SHUI rates in Vietnam), and a named account manager who knows your business personally. We also have no minimum headcount, transparent flat-fee pricing with no percentage-of-salary markups, and a compliance penalty record of ₹0 since 2019 — which no large platform publishes because their figures wouldn’t look as clean.

We currently operate in 7 countries: UAE (7–10 days typical), Saudi Arabia (10–14 days — Iqama processing adds time), Singapore (7–10 days), United Kingdom (7–12 days), United States (10–18 days — multi-state tax registrations), Vietnam (10–16 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.

Yes — and US EOR is among the most complex globally precisely because of state-level variation. We handle federal income tax withholding and FICA (Social Security at 6.2% + Medicare at 1.45%), state income tax withholding in each state your employees work in, state unemployment insurance (SUI rates vary from ~0.1% to 6%+ by state), workers’ compensation insurance (mandatory in all states), ACA-compliant health insurance administration, 401k plan management, FLSA compliance for overtime and minimum wage, I-9 verification, and any state-specific leave mandates (California, New York, and Washington have particularly complex requirements). We also handle multi-state employees who work across different states — something that creates unexpected payroll complexity that we handle routinely.

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.