Your business
Defines the work and agrees the day-to-day management relationship.
Employer of Record (EOR)
Build your team. Clarify the employment setup
Explore an arrangement where a confirmed legal employer handles the employment responsibilities in scope, while your team directs the work. Availability, payroll administration and support are assessed for the employee’s work location.
Employer of Record (EOR)Market · arrangement · responsibilities
Who employs, who manages, who does the work?
Confirm the legal employer and the relationship between employment administration and day-to-day work direction.
The employee
Performs the role under the confirmed employment and working arrangement.
The confirmed legal employer
Holds the employer responsibilities assigned under the applicable arrangement. Identify the entity and included administration before proceeding.
Start with your hiring situation
Whether you have a candidate or need to build a team, first define the role, work location and employment support required.
You have a candidate
Bring the person you want to hire. Review the proposed employment arrangement, payroll administration and onboarding support.
You need to find the person
Combine a separately agreed recruitment search with a review of the employment and ongoing support needed.
You are building a team
Plan the roles, working location, management, tools and support as one coordinated requirement.
Look at the whole cost
Where could your workforce budget go further?
The opportunity depends on the role and the arrangement. Compare equivalent skills, output and support before making a decision.
Reconsider where the work sits
Some support tasks may be delivered from another location. Compare salary, employer costs and service fees for the same level of experience.
Rethink workplace overhead
Remote or shared-office working may reduce dedicated desk costs. Include equipment, connectivity, access and support in the comparison.
Simplify coordination
A clear support scope may reduce repeated administration and supplier handovers. Count the internal time you would still need to spend.
Fit the setup to the workload
Discuss the allocation and team size the work needs. Compare an individual role, a shared support function or a dedicated team.
Potential savings are subject to assessment. Moving a role or adding an EOR service does not automatically reduce total cost.
Your costs. Your comparison.
Compare two options using your own costs
Build a like-for-like planning comparison. Your figures stay in this browser and are not sent with an enquiry.
Planning calculation only. Use verified quotes and include all relevant costs, including any tax, transition or exit costs in setup or support. Use one currency; no exchange-rate conversion is performed. This is not a quote or a forecast of Source it savings.
Different markets. Different needs.
How a GCC team could be structured
Illustrative planning ideas for businesses in the six GCC countries. These are not client case studies, vacancies or confirmation of employment coverage.
Explore six regional planning examples
United Arab Emirates
Accounting & finance support
- Keep close to the business
- Finance oversight and decisions that require local presence.
- Explore regional support
- Accounts payable, receivables and reconciliations from an Egypt-based support team.
Potential saving to assessCompare support-role employment costs and office overhead, including systems access and review time.
Saudi Arabia
Marketing & sales coordination
- Keep close to the business
- Customer-facing sales and local market direction.
- Explore regional support
- Design, campaign reporting and sales administration delivered by a regional remote team.
Potential saving to assessCompare local support hires with a remote support scope, including supervision and software.
Qatar
Customer operations
- Keep close to the business
- On-site service and escalations that need local access.
- Explore regional support
- Customer enquiries and ticket follow-up handled remotely where service and data requirements allow.
Potential saving to assessCompare coverage, language requirements and total support cost for the same working hours.
Kuwait
Procurement & document support
- Keep close to the business
- Supplier relationships, approvals and site coordination.
- Explore regional support
- Purchase-order administration and document control supported by a regional back office.
Potential saving to assessCompare administrative staffing and workspace costs while retaining local approval responsibility.
Bahrain
HR & payroll coordination
- Keep close to the business
- HR decisions and oversight of the local employment arrangement.
- Explore regional support
- Employee-record maintenance and payroll-input preparation handled by remote support.
Potential saving to assessCompare recurring administration costs, including review, access controls and provider fees.
Oman
Engineering documentation
- Keep close to the business
- Site leadership, inspections and any locally required professional sign-off.
- Explore regional support
- CAD drafting and technical-document preparation from an agreed remote support team.
Potential saving to assessCompare drafting capacity and workstation costs, including licences, supervision and security.
The employee’s actual work location determines the arrangement to assess. Confirm market availability, the legal employer, permissions and data-access requirements before choosing a structure. Local presence requirements may rule out moving some tasks.
Choose the way the work runs
A working model around your team
Separate where people work from who employs them. Each option needs a confirmed market, employment arrangement and support scope.
Remote
Work from an agreed remote location, with clear working hours, secure access and a named manager.
Hybrid
Combine remote work and agreed office days. Confirm the workspace, attendance plan and device arrangements.
At your office
Place the role alongside your team. Agree worksite access, supervision, equipment and day-to-day support.
Hosted office or dedicated team
Explore an office-based team with workspace and operational support scoped together, subject to availability.
Set the team up to work
People, equipment and the support around them
Choose what your team provides and what needs to be coordinated. Equipment, office space and IT support are not automatically included.
Client-provided or coordinated support
Agree the specification, cost, owner and return process before ordering or onboarding.
Devices & accessories
Specify laptops, monitors, headsets and peripherals. Agree client-provided or coordinated sourcing, ownership, maintenance and return.
Workspace & connectivity
Discuss remote readiness, desks, internet access and any hosted-office requirement. Confirm availability and who covers each cost.
Software & secure access
List licences, email, business systems and access controls. Assign approval, setup, data handling and support ownership.
Employee & team support
Agree payroll inputs, leave administration, employee queries and review handovers. Your team retains the management responsibilities in the agreed scope.
What the arrangement needs to cover
Availability, the legal employer and included services must be confirmed for the intended market.
Employment documentation
Identify the contracting parties, documentation and review process.
Payroll administration
Agree payroll responsibilities, pay cycle, required inputs and reporting.
Benefits and leave administration
Confirm which arrangements apply and who administers them.
Onboarding
Agree documentation, readiness and communication responsibilities.
Ongoing administration
Define change requests, employee queries, escalation and any offboarding support.
A clear way forward
From the first brief to agreed onboarding
- 01
Share the market and role
Discuss intended country, candidate status, role and preferred timing.
- 02
Review feasibility
Confirm whether a suitable delivery arrangement is available.
- 03
Identify responsibilities
Confirm the legal employer and the scope of each party’s work.
- 04
Agree the arrangement
Complete the relevant review and agreement before proceeding.
- 05
Coordinate onboarding
Coordinate agreed onboarding and administrative handovers.
Your next step
Build the team your next stage needs
Tell us your business market, roles, preferred work location and support needs. We will discuss feasibility, the employment arrangement and the scope to agree.
Discuss your employment needs