If you are thinking about changing your Employer of Record (EOR), then it’s normal to have some concerns. But don’t let that stop you from acting on the important reasons you’re considering the switch in the first place.
So, hello! We’re Boundless, and we make it easy to employ anyone, anywhere!
The last few years have seen a rise in both people working in remote locations, and tools/services helping them to do so.
What was once a strategic decision to expand internationally, driven by market forces, and only available to companies at scale and with deep resources, is now available to smaller operations. However, this is often driven by a reactionary need to either find talent or to accommodate existing team members who wish to relocate.
In such cases there are typically two approaches:
a) All remote/international employees are treated as contractors, they send invoices to their “employer”, are responsible for their own taxes, and do not benefit from local employment laws.
This might get you up and running quickly, but with every new hire you risk running foul of employment law. It also can contribute to an “us v’s them” culture between people who are actual employees v’s mere contractors.
- OR -
b) The company decides to set up a subsidiary or legal entity in the employee’s country and employs them directly.
This means you can be compliant with tax and employment laws, however this is a process that can take months and be expensive, especially if you have to do this in multiple countries. It can also mean you don’t get to make a key hire.
Ultimately, both approaches are barriers to growth.
Boundless makes it possible to get up and running quickly, with less effort, for less cost. We’re early stage, and pre-launch. It will become clear how we do this over time, but for now, I’ll just say that as someone with a background in cloud infrastructure there is so much room for automation in this space…
If this is a problem you’re facing at your company, we’d love to talk to you — drop me a line: emily@stagingwebsite.boundlesshq.com
If you are thinking about changing your Employer of Record (EOR), then it’s normal to have some concerns. But don’t let that stop you from acting on the important reasons you’re considering the switch in the first place.
Considering employing someone in Australia? To do that compliantly, an employer has a lot of obligations they have to fulfil. One area is the set of local employee rights a remote worker in Australia is entitled to, especially if they fall under Modern Awards.
Remote working showed everyone that jobs that were once thought of as purely office-based have been successfully carried out virtually. But while there are significant opportunities for employers to benefit from a global talent pool it’s rarely as simple as it might first seem.
Considering employing someone in France? To employ someone there, you need to be a registered employer. Get a full overview of what employing someone in France would take and see all the obligations you will have as an employer.
Considering employing someone in New Zealand? Here is a guide to employee rights in New Zealand to help you understand what you need to comply with. A key topic is the set of local employee rights a worker residing in New Zealand is entitled to.
The way we work is changing more rapidly than ever. As 2021 draws to an end, we thought we’d take the opportunity to reflect on the moments that have had the greatest bearing on the global employment.