Expanding overseas?
40 questions for your EOR provider

Expanding into Europe presents both opportunities and challenges for HR leaders and global mobility professionals. Selecting an Employer of Record (EOR) that aligns with your compliance and operational goals is essential to support a sustainable expansion. This article offers key questions to guide your evaluation of EOR providers, helping ensure compliance, transparency, and reliable support across Europe.

Assessing an EOR’s geographic reach and service delivery model is vital to understanding their ability to support your European expansion. EORs may operate through direct presence or local partnerships, each impacting consistency and compliance.

Questions to ask:

• Which European countries do you have direct operational coverage in, and are you planning to expand?
• What service model do you use in each country—are services delivered in-house or through partnerships?
• How do you stay current with compliance updates across different jurisdictions in Europe?
• Can you support our future expansion into additional European countries?
• Are there any countries where your service is limited or restricted?

Your EOR provider’s expertise in European labor and compliance laws is critical to ensure adherence to local regulations. This factor examines their ability to manage complex legal requirements across different jurisdictions effectively.

Questions to ask:

• Do you have in-house legal and compliance teams specializing in European labor law?
• How do you stay informed about changes in employment, tax, and immigration laws?
• Will you provide regular updates or consultations on legal changes that may impact our operations?
• What compliance certifications or industry accreditations do you hold?
• Are there any regions in Europe where you have stronger or weaker legal expertise?

Employment contracts must be tailored to meet each country’s labor laws, covering essential terms, conditions, benefits, and protections for employees. Ensuring compliant and well-structured contracts helps avoid legal complications and strengthens employee trust. The EOR should demonstrate expertise in managing these critical legal documents effectively across all relevant jurisdictions.

Questions to ask:

• How do you ensure that employment contracts are compliant with local regulations?
• Can you customize contracts based on our company policies while maintaining compliance?
• How frequently do you review and update contracts to align with local labor law changes?
• Are termination clauses and procedures clearly outlined according to each country’s regulations?
• Do you provide employment contracts in local languages, and can you provide translations?

A smooth onboarding experience and robust employee support are vital for integrating new hires and fostering a compliant workplace. The EOR’s ability to tailor onboarding processes to local requirements and provide ongoing HR support is crucial for maintaining high employee morale and regulatory alignment. Reliable support ensures that employees understand both local workplace norms and company expectations, which is key to retention and productivity.

Questions to ask:

• What does your onboarding process for new hires entail, and is it tailored to each country?
• How do you ensure that new employees understand local workplace norms and company expectations?
• What HR support do you provide to employees throughout their tenure?
• Do you offer a local point of contact for employees to address HR or compliance-related queries?
• How do you handle employee grievances, and what role do you play in conflict resolution?

Managing payroll and benefits accurately across borders is central to maintaining compliance and employee satisfaction. An EOR must ensure payroll is handled in accordance with local tax laws and social security requirements, and provide benefits that align with statutory regulations. This includes managing both mandatory and supplementary benefits such as pensions and health insurance to avoid compliance risks. Consider the differences between EOR software and EOR services to select the option that aligns with your needs.

Questions to ask:

• How do you ensure payroll accuracy and compliance with local tax and social security requirements?
• What benefits do you provide in each country, and are they compliant with local standards?
• Do you manage both statutory and supplemental benefits, including pensions and health insurance?
• How do you handle payroll adjustments, bonuses, or special compensation requests?
• Are payroll records and tax filings accessible for review, and how often are they audited?

Ensuring secure and compliant handling of employee data is critical, especially under GDPR and other European data protection laws. An EOR must implement stringent measures for data privacy, access control, and breach response across multiple jurisdictions. Avoiding common global payroll errors is key to maintaining compliance and data integrity. Proper data management safeguards employee trust and minimizes potential legal liabilities for data mishandling.

Questions to ask:

• How do you ensure compliance with GDPR and other data protection regulations?
• What measures do you have in place to secure personal employee data across borders?
• How do you handle data access and processing requests from employees?
• Do you have a data breach response plan, and how quickly do you notify clients of a breach?
• Are there additional certifications or audits you undergo to ensure data protection compliance?

Reliable communication between the EOR and your organization is essential for staying informed, resolving issues quickly, and coordinating on compliance matters. An EOR should provide various communication options, including dedicated account managers or regional support teams, to maintain responsiveness. Clear communication channels help align strategies and address operational updates that may impact your workforce.

Questions to ask:

• What communication channels are available for client support, such as dedicated account managers or regional support teams?
• How frequently do you provide operational or compliance updates?
• Do you offer a centralized platform for tracking employee records, compliance documents, and communication history?
• Are there response time SLAs for handling client queries or resolving issues?
• How do you communicate changes in local regulations that might affect our operations?

Transparency and responsiveness are key indicators of an EOR’s commitment to providing reliable and client-centered service. Evaluating the EOR’s openness about fees, service limitations, and client support policies can reveal how effectively they manage client relationships. Positive client testimonials and case studies provide additional insight into their reputation and ability to meet client needs.

Questions to ask:

• How transparent are you about service fees, processes, and any limitations?
• How do you ensure responsive support for urgent client needs?
• Can you provide client testimonials or case studies that highlight successful partnerships?
• Do you share compliance audit results or performance metrics with clients?
• Are there independent reviews or evaluations available that attest to your reliability and client satisfaction?

Selecting an EOR that aligns with your company’s values and compliance goals is essential for successful, sustainable growth in Europe. A thorough evaluation across these key factors—legal expertise, service coverage, data protection, and communication standards—ensures that your chosen EOR can support your compliance needs effectively. For a closer look at deciding between in-house and EOR models, this comparison offers valuable insights.

By partnering with a transparent and responsive EOR provider, your organization can confidently navigate European expansion while minimizing compliance risks and fostering long-term success.

Curious about how we can support your compliance needs? Contact us today.