Employ full-time, anywhere, without an entity
Corpshore becomes the legal employer in the worker's country so you don't have to incorporate there. You keep full control of the work. The employee gets a genuine employment contract with all local statutory protections.
How it works
Four steps to a compliant hire
You pick the candidate
Source through Corpshore's matching engine or bring your own candidate. Either way, the compliance engine runs a full classification check before anything is signed — confirming that employee status is appropriate for the jurisdiction and the working arrangement.
If classification suggests contractor status would be more appropriate (genuinely project-based, independent work), the platform will flag it and recommend the contractor-of-record path instead.
We draft the local contract
Employment terms are generated from jurisdiction-specific packs, covering statutory leave, notice periods, benefits, probationary periods, and termination provisions for that specific country. The contract is in the local language where required by law.
German contracts include works council provisions and Kündigungsschutzgesetz (Protection Against Dismissal Act) terms. Brazilian contracts include CLT-specific clauses and 13th salary provisions. Indian contracts account for state-level variations on top of central Labour Codes.
We become the legal employer
Payroll, tax withholding, social contributions, and statutory filings run through a Corpshore entity or a vetted partner. The employee gets a genuine employment contract with all the protections local law requires: termination notice, severance, statutory leave, workplace rights.
Active Corpshore entities in 85+ countries. Vetted partner entities in 90+ more. Partner entities are held to the same compliance standards and contract terms.
You manage the work
Day-to-day direction stays with you. You assign work, set priorities, run performance reviews, and manage the team. We handle everything that requires a local legal entity: payroll processing, tax filing, benefits administration, and compliance monitoring.
The employee is functionally part of your team. The legal arrangement is between Corpshore and the employee, but the working relationship is between you and the employee.
What's included
Everything the legal employer handles
- ✓
Locally compliant employment contract
Generated per jurisdiction, reviewed by local counsel. Not a global template with the country name swapped in.
- ✓
Payroll processing and tax withholding
Income tax, social security, and all mandatory deductions calculated and filed per local law.
- ✓
Statutory benefits administration
Mandatory pension, health insurance, parental leave, and any other benefits required by local law.
- ✓
Termination and severance handling
Correct notice periods, severance calculations, and offboarding procedures for the jurisdiction.
- ✓
Ongoing compliance monitoring
When local law changes — new leave entitlements, revised social contribution rates — affected engagements are flagged and updated.
- ✓
Employee onboarding
Contract execution, payroll setup, benefits enrolment, and local regulatory registrations.
- ✓
IP assignment and confidentiality
Jurisdiction-specific clauses covering intellectual property assignment (or work-for-hire where applicable) and confidentiality obligations.
EOR pricing
$399/employee/mo
In countries with a Corpshore entity.
Partner entity
Partner cost + $99/employee/mo surcharge
All statutory benefits and compliance included
No hidden markups on worker salary
Monthly billing, cancel anytime
Regional compliance
What EOR handles in each region
Every country has its own employment framework. Here's a sample of what the compliance engine handles automatically.
Europe
- -France: 45%+ employer-side social contributions, RTT (reduction of working time) provisions, comité social et économique requirements
- -Germany: Kündigungsschutzgesetz (dismissal protection) after 6 months, works council provisions, mandatory pension and health insurance
- -Netherlands: 30% ruling eligibility for qualifying expats, extensive collective labour agreements (CAOs)
- -Spain: Indefinite contracts as default, substantial severance (33 days per year of service), social security at ~30% employer-side
Asia-Pacific
- -India: State-level PF and ESI variations, gratuity after 5 years, complex bonus calculations under the Payment of Bonus Act
- -Singapore: CPF contributions for citizens and PRs only (up to 37% combined), Skills Development Levy, no minimum wage
- -Japan: Mandatory semi-annual bonuses (typical), exhaustive labour law covering overtime, rest periods, and annual leave
- -Australia: Superannuation at 11.5% (2024), National Employment Standards with 10 minimum entitlements, modern awards system
Americas
- -Brazil: CLT framework, 13th salary, FGTS (8% severance fund), complex multi-layer tax including INSS and IRRF
- -Mexico: Profit sharing (PTU) at 10% of taxable income, Christmas bonus (aguinaldo), vacation premium
- -Canada: Provincial variation in employment standards, CPP/EI contributions, bilingual requirements in Quebec
- -Argentina: Mandatory 13th salary (aguinaldo), substantial severance, complex union-driven collective bargaining
Middle East & Africa
- -UAE: End-of-service gratuity (21 days per year for first 5 years, 30 days after), no income tax, WPS payment compliance
- -Nigeria: Pension Reform Act (employer + employee contributions), NSITF, industrial training fund levy
- -South Africa: BBBEE compliance considerations, UIF and SDL contributions, CCMA-mediated dispute resolution
- -Kenya: NSSF and NHIF mandatory contributions, Employment Act 2007 protections, Housing Development Levy
EOR questions
Who is the legal employer — Corpshore or a partner?+
In countries where Corpshore has its own registered entity, we're the legal employer directly. In countries where we route through a vetted partner entity, the partner is the legal employer — but under the same contract terms and compliance standards. You deal with Corpshore as a single point of contact regardless.
Does the employee know they're employed through an EOR?+
Yes, and they should. The employment contract is between Corpshore (or the partner entity) and the employee. The employee has a genuine employment relationship with the EOR entity — statutory protections, benefits, and all. You direct the work day-to-day, but the legal employment is with the EOR entity.
Can I convert an EOR employee to a direct hire later?+
Yes. A conversion buyout applies on a sliding scale: 20% in the first 12 months, 10% between 12 and 24 months, 0% after 24 months. The compliance engine handles the transition: new contract, tax withholding changes, benefit enrolment, and any mandatory notices.
How are benefits handled across different countries?+
Statutory benefits (the ones required by local law) are always included: pension contributions, health insurance, parental leave, annual leave, public holidays, and any other mandatory entitlements. Supplementary benefits (gym memberships, private health insurance, stock options) can be offered on top, depending on the jurisdiction and your preference.
What happens if I need to terminate an EOR engagement?+
The compliance engine calculates the correct notice period, severance obligations, and offboarding requirements for the jurisdiction. At-will in most US states, but up to 7 months' notice in Germany after 20 years of service, statutory redundancy pay in the UK, and complex calculations involving years of service, salary, and age in many other countries. We guide you through every step.
How is IP ownership handled when Corpshore is the legal employer?+
IP assignment clauses are included in every EOR employment contract, tailored to the jurisdiction. In the US, work-for-hire doctrine may apply directly. In most other countries, explicit IP assignment clauses transfer rights to you. The clause is generated for the specific jurisdiction — not a one-size-fits-all template.
Are there countries where EOR doesn't work?+
EOR is available in 170+ countries. There are a small number of jurisdictions where local law makes EOR structurally difficult (the employment relationship must be with the company directing the work, not a third party). In those cases, the compliance engine recommends direct hire or contractor engagement instead.
Need contractors instead of employees?
If the role doesn't need full employment status — genuinely project-based work with an independent contractor — contractor of record is faster to set up and usually cheaper.