How to Choose the Best Way to Expand Your Business Internationally: EOR vs. Own Entity

International expansion is a great opportunity for businesses to grow and reach new customers. However, it also comes with many challenges, such as legal, financial, and compliance issues. One of the most important decisions you need to make is how to set up your presence in a foreign country. There are two main options: using an Employer of Record (EOR) service or creating your own legal entity. Each option has its benefits and drawbacks, and choosing the right one depends on your business goals and needs.

What is an EOR Service?

An Employer of Record (EOR) service, also known as a Global Employment Organization (GEO), is a third-party provider that acts as your legal employer in a foreign country. They take care of all the HR-related aspects of hiring and managing your employees, such as:

• Recruiting and onboarding
• Payroll and taxes
• Benefits and Insurance
• Compliance and regulations

By using an EOR service, you can quickly and easily hire employees in a new market without having to deal with the hassle of setting up a legal entity. This can save you time and money, as well as reduce your risk exposure.

What are the Pros and Cons of Using an EOR Service?

Some of the advantages of using an EOR service are:

• Speed: You can start hiring employees in a matter of days, without having to go through the lengthy and complex process of establishing a legal entity.
• Simplicity: The EOR service handles all the local laws and regulations for you and takes full responsibility for payroll, tax deductions employee benefits, etc that may arise.
• Cost Efficiency: In the short term and at the beginning you can save on the costs and resources involved in setting up a legal entity, such as incorporation fees, bank accounts, legal advice, and accounting services.

Some of the disadvantages of using an EOR service are:?

• Standardized Solutions: EOR services often offer standardized HR solutions designed to meet the needs of various businesses. While these solutions are typically well-structured and ensure compliance, they may not always perfectly align with your organization's unique HR requirements. This could lead to situations where you need to adapt your HR policies to fit the EOR's standard procedures, which may not be ideal for all businesses.
• Potential Limited Coverage: Not all countries have EOR services, and in some countries, there are strict laws in using EOR services and the time duration you can hire an employee through EOR (for example Germany).
• Long-Term Costs: While EOR services can be cost-effective for short-term international projects or when immediate entry into a market is essential, they might not be the most economical option in the long run. EORs typically charge fees for their services, which can accumulate over time. If your expansion plans involve sustained operations in a foreign country, the costs of an EOR could outweigh the initial convenience.
• Limited Focus on Cultural Fit: EOR services tend to prioritize legal and compliance aspects of HR, often resulting in a standardized approach that may not consider cultural nuances. Successfully operating in a foreign market isn't solely about adhering to local labor laws; it also involves understanding and integrating with the local culture. EORs may not provide in-depth support in this aspect, leaving it to the hiring company to address cultural matters.
• Potential Employee Concerns: Employees might have reservations about their indirect employment relationship with your organization through an EOR. They may feel disconnected from your company's culture, affecting their commitment and loyalty. This could result in issues like higher attrition and lower employee engagement, which, in turn, could affect the success of your international operations
• Limited Control: You may have less control over some of the HR-related decisions and processes, such as employee benefits, performance management, and employment termination. The EOR service manages these functions according to their own policies and procedures, which may not match your business needs or culture. Furthermore, most EOR companies will pass on any legal claims from the employees back to you including any out-of-court settlement amount.

What is an Own Entity Setup?

In layman's terms your own entity setup, also known as a subsidiary or branch office, is when you create your own legal entity in a foreign country. This means that you have full ownership and control over your business operations, and you are responsible for all the HR-related aspects of hiring and managing your employees, such as:

• Incorporating and registering your business
• Opening and maintaining bank accounts
• Hiring and paying employees
• Providing benefits and insurance
• Complying with local laws and regulations

By creating your own entity, you have more flexibility and autonomy over your business activities and decisions. You can also build a stronger brand presence and reputation in the new market.

What are the Pros and Cons of Creating Your Own Entity?

Some of the advantages of creating your own entity are:

• Full Control: You have complete control over your business operations and HR functions. You can set your own policies and procedures, and align them with your business goals and culture.
• More Flexibility: You have more freedom and options to choose the best employees for your business, regardless of their employment status or location. You can also adapt and change your business strategy as needed.
• Better employee retention: Employees prefer to work directly with their employer rather than being hired through a third party

Some of the disadvantages of creating your own entity are:

• Time and Complexity: In some countries you have to go through a long and complicated process of setting up a legal entity, which may vary depending on the country and the type of entity. You may need to hire local experts, such as lawyers, accountants, and HR consultants, to help you with the legal and administrative requirements.
• Risk and Cost: You have to bear the legal, financial, and compliance risks of operating in a foreign country. You may face challenges such as currency fluctuations, tax liabilities, labor disputes, and regulatory changes. You also have to incur the costs and resources of maintaining a legal entity, such as incorporation fees, bank charges, legal fees, and accounting services.

How to Choose the Best Option for Your Business?

There is no one-size-fits-all answer to this question. The best option for your business depends on several factors, such as:

• Your business goals and objectives
• Your budget and resources
• Your risk appetite and tolerance
• Your desired level of control and flexibility
• Your target market and industry
• Your expected growth and scalability

You should weigh the pros and cons of each option carefully and consider the short-term and long-term implications of your decision. You should also consult with experts, such Beyond Borders HR, to get a better understanding of the legal and practical aspects of each option. In the short run where you need to onboard an employee quickly and time is of the essence then EOR could be a good short-term solution. However, if you then intend to stay and operate in the market for the longer term especially when you plan to hire more employees then setting up your own entity might be a better option.

Ultimately, the best option for your business is the one that aligns with your business vision and values and enables you to achieve your international expansion goals.

How Beyond Borders HR Can Help You Expand Your Business Internationally

If you are looking for a reliable and experienced partner to help you with your international expansion, look no further than Beyond Borders HR. Beyond Borders HR is a global HR and expansion consulting firm that specializes in helping organizations navigate the complexities of cross-border HR and succeed in their global expansion efforts.

Beyond Borders HR can help you choose the best option for your business, whether it is using an EOR service or setting up your own entity. We can also assist you with all the HR-related aspects of your international expansion, from strategy and planning to implementation and management. We have a team of experts who have worked across diverse industries and geographies, and who can provide you with customized solutions that suit your specific needs and goals.

Whether you are a small startup or a multinational corporation, Beyond Borders HR can help you take your business beyond borders. Contact us today to find out how we can help you achieve your international expansion goals ?or send us an email at [email protected]

?