Common misconceptions about EOR services

Misconception 1: EORs are only for companies that want to hire employees in foreign countries.

While EORs are often used to help companies navigate the legal and compliance requirements of hiring employees in foreign countries, they can also be used to help companies outsource or expand their workforce within their own country.

Misconception 2: EORs are only used by small companies.

EORs can be used by companies of any size, from small startups to large multinational corporations.

Misconception 3: EORs only provide legal and compliance services.

While EORs are experts in employment laws and regulations, many also provide a wide range of services such as payroll, taxes, employee benefits, and worker's compensation.

Misconception 4: EORs are expensive.

The cost of EOR services can vary widely and can be tailored to a company's specific needs. It's important to carefully research prices in your chosen market and compare different EORs to find one that fits within your budget.

Misconception 5: EORs are not transparent.

EORs should be transparent about their services and fees and should be willing to provide references and answer any questions you may have about their services.

Misconception 6: EORs are not flexible.

EORs can be flexible and their services can be tailored to a company's specific needs.

Misconception 7: EORs are not reliable.

EORs that have a proven track record of success and positive reviews from other companies are considered reliable, but it's important to research and compare different EORs to find one that is reputable and trustworthy.

Misconception 8: EORs are not suitable for long-term solutions.

EORs can be used for both short-term and long-term solutions, depending on the needs of the company. It's important to consider the company's goals and objectives when deciding whether to use an EOR for a short-term or long-term solution.