Employer of Record (EOR)
You find the talent. We make it legal. We act as the local employer wherever your candidate is based – handling contracts, payroll, compliance, and benefits for any digital role. No entity setup required.
The Problem
You’ve found the right person. They’re based in another country and employing them legally means either opening a local entity – a process that takes months, adds overhead, and requires trusting a lawyer in a new jurisdiction you have no presence in. Alternatively, you can hand the employment to a platform that treats your hire as a ticket number.
Platforms offer scale but rarely offer flexibility, personal service, or someone who knows your business. When things get complicated – and they do – you want an account manager, not a chatbot and a lock-in contract.
There’s a third problem. In many markets, like Eastern Europe for example, talent actively seeks full-time employment. It gives them social security, legal protections, and benefits they can’t easily replicate as solo contractors. Companies that can only offer a contractor arrangement are cutting themselves off from the best candidates. EOR removes that barrier entirely.
How It Works
You identify the Candidate
EOR is for talent you’ve already found. You bring the person, we handle everything else.
Contract & Compliance Setup
Compliant employment contract drafted and registered in the candidate's country within days of signing.
Payroll & Benefits
Monthly payroll, statutory contributions, PTOs and Sick Leaves - all managed locally.
Ongoing Management
Payslips, HR admin, statutory filings, and a single monthly invoice in your preferred currency.
What’s Included
01
Employment Contract
Compliant local employment contract signed and registered in your candidate's country.
02
Monthly Payroll Processing
Salary paid accurately and on time, in the local currency.
03
Statutory Employer Contributions
All mandatory social, pension, and health contributions handled on your behalf.
04
Leave & Absence Management
Annual leave, sick days, and statutory absences tracked and administered locally.
05
Optional Premium Benefits
Health insurance, sports and wellness access, and food vouchers - available on request, no markup.
06
HR Admin & Compliance Filings
Payslips, statutory filings, and employment records maintained and up to date at all times.
07
Equipment Procurement & Delivery
We can source and deliver to your employee any equipment, per your specification.
08
Dedicated Account Management
One point of contact managing the relationship across roles and locations.
09
Single monthly invoice
One invoice in your preferred currency covering everything
Pricing
$299 / month per team member
+10% of gross monthly salary
No Platform Fees
No FX Fees
No setup fees
No Lock-In - 30 days exit Notice
* Local employment law in some markets requires a severance provision to be collected in advance. Where applicable, this will be explained before you commit to anything.
** EOR is currently available in a few select countries. Coverage is expanding – ask if we support your location of choice via our Contact Form.
Who is this for?
Companies that have already found their candidate and need compliant employment fast
Businesses scaling hires across multiple countries under one agreement
Companies that want to employ internationally without opening a local entity
Teams working with a recruiter or headhunter who need the employment layer handled separately
Founders making their first international hire and navigating local employment law for the first time
Case Studies
FAQ
What's the difference between EOR and hiring a contractor?
A contractor is self-employed and responsible for their own taxes, benefits, and compliance. An employee hired through EOR receives a formal employment contract, statutory benefits, and full legal protections. In many markets – Eastern Europe especially – talent actively prefers employment over contracting.
How fast is EOR onboarding?
Typically 5–10 business days from signed agreement to first day of employment. We draft the contract, handle local registration, and manage the process end to end. You don’t need to do anything beyond approving the costs and compliance requirements.
Can I convert an existing contractor to EOR?
Yes — and in many markets it’s advisable. If your contractor relationship has characteristics of employment under local law, misclassification risk increases over time. We can transition them to compliant employment cleanly and quickly.
What countries do you cover?
We currently cover most of Eastern Europe, Parts of Latin America, and India. Coverage is expanding – if your target location isn’t listed, ask us via our contact form or chatbot and we’ll confirm availability or ETA.
What benefits are included?
Statutory benefits – leave, sick pay, and mandatory contributions – are included as standard. Optional premium benefits such as health insurance, sports and wellness access, and food vouchers are available on request.
Can the employee transfer to my entity later?
Yes. If you eventually open a local entity or acquire one, we can support the transition – contract novation, payroll handover, and compliance documentation all handled.
How is your EOR different from Deel or Remote?
Deel and Remote are platforms built for volume. Perpetum EOR is a managed service – you get a named account manager who knows your business, flexible onboarding, and no lock-in contracts. We’re built around a personal touch phylosophy where service and quality matters.
What if I need to terminate the engagement?
We handle the offboarding process in full compliance with local employment law. Notice periods and severance obligations vary by market – we’ll walk you through what applies before you commit to anything.
How does Perpetum's EOR pricing compare to platforms like Deel or Remote?
Perpetum charges $299/month per employee plus 10% of gross monthly salary, with no platform fees, no FX fees, no deposit, and no lock-in beyond 30 days’ notice. Platforms like Deel or Remote typically charge $400-$600/month per employee, hold up to three months’ salary on deposit, and apply up to 2% FX on every payroll run. Perpetum also assigns a named account manager – no chatbot, no support ticket queue.
Can Perpetum act as EOR for a candidate who is already working as a contractor for my company?
Yes. If you have an existing contractor relationship that you want to formalise into employment – either for compliance reasons or because the candidate prefers employee status – Perpetum can transition them to a compliant local employment contract cleanly. In many Eastern European markets this transition is advisable, as single-client contractor arrangements face increasing misclassification scrutiny from local tax authorities.
Already Found Your Candidate?
Tell us where they are and what they need.
We’ll handle the employment, compliance, and everything in between.