An employer of record (EOR) is a company or organization that acts as the official employer for a worker, even though the worker may be performing services for another company or client.

The EOR takes on the legal responsibilities and liabilities of an employer, such as paying taxes and providing benefits, while the worker is able to focus on their job duties.

EOR services are commonly used by companies that hire freelancers, independent contractors, or workers in other non-traditional employment arrangements.

An Employer of Record (EOR) simplifies hiring across global markets by handling all legal and employment-related responsibilities, freeing businesses from the complexities of local labor laws.

This enables companies to hire employees in different countries without establishing a legal entity in each location.

EORs manage tasks like creating compliant contracts, ensuring adherence to labor laws, and overseeing payroll and benefits, allowing businesses to focus on strategic growth instead of HR and compliance challenges.

EORs handle payroll, tax compliance, and legal responsibilities while the client company retains control over daily employee operations.

For businesses expanding overseas, an EOR like Rise manages everything from payroll processing to benefits and even terminations, streamlining global expansion.

EOR from Rise

Rise's Employer of Record (EOR) service simplifies the process for international businesses to hire and pay U.S. employees, ensuring compliance with state-specific employment laws.

Key Features:

• Flexible Payroll Options: Employers can compensate W2 employees and 1099 contractors in either USD or cryptocurrency, accommodating diverse financial preferences.
• Comprehensive Benefits: Through partnerships, Rise offers health benefits and travel insurance to U.S. employees, enhancing the overall employment package.
• Compliance Management: Rise ensures adherence to U.S. tax regulations and employment laws, reducing the administrative burden on businesses.

How It Works:

1. Create an Account: Sign up on the Rise platform, provide company details, and agree to the Master Service Agreement. After business verification, you can invite employees and global contractors.
2. Onboard Your Team: Invite U.S. employees and global contractors; Rise manages professional agreements, employment contracts, tax compliance, and KYC/AML requirements.
3. Start Paying Your Team: Fund payroll in USD or USDC, set up payment schedules, and allow payees to choose their preferred withdrawal method—direct deposit to a bank account or transfer to a crypto wallet.

Ideal For:

• Web3 Companies and DAOs: Rise's EOR service is tailored for web3-native startups and decentralized autonomous organizations, facilitating U.S. employment with instant crypto-to-fiat payroll solutions.
• International Businesses: Companies expanding into the U.S. can leverage Rise's EOR solution to handle compliance, payroll, and benefits without establishing a local entity.

By utilizing Rise's EOR services, businesses can focus on strategic growth while ensuring compliance with U.S. employment regulations and offering flexible compensation options to their workforce.

EOR vs. PEO: Key Differences

1. Legal Employer vs. Co-Employer
   • EOR: Acts as the legal employer, assuming full legal responsibility for compliance.
   • PEO: Operates under a co-employment model, sharing responsibilities with the client company.
2. Global Expansion Advantage
   • EOR: Supports hiring both contractors and full-time employees.
   • PEO: Primarily focuses on full-time employees.
3. Service Options
   • EOR: Offers payroll and benefits management, distinct from staffing agencies.
   • PEO: Shares HR tasks but doesn’t assume full legal responsibility.

Challenges Without an EOR

Without an EOR, expanding globally involves significant hurdles:

1. Setting Up a Legal Entity: Managing permits, registrations, and compliance with complex tax laws.
2. Managing HR Tasks: Handling payroll, tax filings, and benefits while adhering to local regulations.
3. Legal and Regulatory Compliance: Staying updated on frequently changing employment laws.
4. Establishing a Local Presence: Opening offices, hiring local staff, and overseeing daily operations.
5. Data Security: Ensuring labor law compliance while safeguarding data.

These tasks can divert focus from strategic growth and increase operational costs.

When to Use an EOR

An EOR is especially valuable when businesses face talent shortages, increased competition, or the need for rapid market entry. EORs enable companies to quickly hire local talent without significant upfront investment, mitigating risks and ensuring compliance.

This flexibility makes EORs ideal for businesses expanding into new markets, addressing skill gaps, and managing contingent workers.

By leveraging an EOR like Rise, companies can enhance talent acquisition, ensure compliance, and focus on growth.