Are you being offered a new job or position at an interesting organization, that requests you to engage with them via and EOR or AOR setup? For example because they don’t have an entity in your country (yet). And are you in doubt what engaging in such ‘outsourced employment’ setup would mean to you in terms of employment safety, risks, benefits, or more? 

The concept of being employed via a 3rd party by an employer in another country, may seem scary at start. But it does not have to be. EOR in many countries is a well developed concept, and one of its main goals is to make sure that your employment is implemented, via YOUR countries laws and regulations. Offering you much more trust and confidence, that your local rights and entitlements are properly dealt with by your future employer. For which you can hold the local entity that employs you, liable under the laws of YOUR country. 

But still, there are many different implementation forms of EOR, as not all countries ‘natively’ support EOR within their employment legislation. And employers offering you such setup will have to adjust their setup to make sure they offer maximum compliance.

As I’ve setup EOR using around 15 different legal contexts, in not less than 10 EU countries, I can advise on what YOU would best look out for in the job, and particularly the setup that YOU are being offered.

For individuals, I offer a first hour of free consultation, should you for example wish to have your EOR/AOR contract proposal reviewed or audited.