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PEO vs EOR (Employer of Record)

We get it. Our clients ask us about this stuff all the time. PEOs and EORs can be a huge help for growing businesses. But they work a bit differently, each with its pros and cons.

Figuring out how to hire across borders can be a major headache. That's where partners like EORs and PEOs come in.

This article will explain a PEO, the PEO versus EOR deal, and how they might help your company grow globally.

Defining PEO and EOR

Both PEOs and EORs help companies with their HR stuff.  Think of them like hiring someone to handle those tasks for you.  But, they are different.

What is a PEO?

PEO ("Professional Employer Organization"): Think of it like an HR partner. You share some responsibilities with the PEO, and you need an existing company in the country where you're hiring.

Imagine a PEO as your HR extension. They become your partner, handling some of the tricky, time-consuming HR tasks.  That frees you up to focus on what matters most – running your business!

What services do PEOs provide?

  • Payroll: They ensure everyone gets paid on time and the right taxes are handled.

  • Benefits: They can help you find good health insurance, retirement stuff... all of that.

  • Employment Laws: They keep track of all the rules, so you don't accidentally break any.

What you keep control of:

  • Day-to-day business operations

  • You hire those great people and manage your team the way you like

Imagine you need to hire top tech talent fast. But, the best candidates are located somewhere other than your city (or even country!). An EOR lets you hire them without worrying about setting up a business in their location. They handle payroll, and taxes, and follow the rules in that country.  You get to build your dream team, no matter where they live.

Why consider PEO?

Let's face it, having your own dedicated HR team is expensive! That's why PEOs can be a lifesaver for small and growing businesses.  Here's when they make the most sense:

If those spreadsheets, forms, and benefits slow you down, a PEO takes that load off your shoulders. Let them handle the paperwork, so you can focus on building your company.

  • Streamlined HR Operations: handling payroll, benefits, and taxes across different locations can be a headache. PEOs take that burden off your shoulders.

  • Attracting Top Talent: PEOs can offer access to better, more affordable benefit packages than a small or medium-sized company could secure alone. This is key when competing for talent who might not be in your geographical area.

  • Reduced Liability: Employment laws are complex and change frequently. PEOs ensure compliance, and minimize legal trouble – a major concern with remote employees across multiple states or countries.

A fast-growing software startup needed to hire specialized engineers located across the country.  Partnering with a PEO allowed them to quickly onboard these remote employees, offer competitive benefits, and ensure compliance with each state's employment regulations.

Important Note: PEOs are not a one-size-fits-all solution. If you need to hire internationally where you lack an existing company presence, an EOR (Employer of Record) might be a better fit.

Benefits of using a PEO for Remote Teams

  • Simplified Expansion: Want to hire an amazing developer who lives in another state? A PEO lets you do that without the hassle (and expense) of setting up a whole new office there.

  • Cross-Border Compliance: Remote teams sometimes mean international hires. PEOs handle the complexities of different tax laws and payroll regulations, so you don't have to become an expert.

  • Employee Experience: PEOs help you provide benefits and support to remote workers on par with in-house staff. This boosts morale and helps you retain those valuable team members, regardless of location.

How much does PEO cost?

  • Payroll Percentage: They take a portion of your total payroll costs as their fee.

  • Flat Per-Employee Fee: A simpler model where you pay a set amount per person each month.

But there's a catch...

PEOs only work where you already have a company established.  Need to hire someone amazing in a different country?  A PEO won't be the solution.

When does a PEO make sense?

  • Small or Growing Fast: You don’t have the time or budget for a full-fledged HR team.

  • Prioritize Great Benefits: You want to give your employees great perks without breaking the bank

  • Need Compliance Help: Especially if you're in a highly-regulated industry.

What is an EOR?

They become the official employer, handling all the legal red tape. It is perfect for hiring talents globally without setting up a new company overseas.

Unlike a PEO, an EOR fully takes over those legal responsibilities. This means contracts, onboarding new hires, figuring out payroll... even handling the tricky stuff if someone leaves the company.

Here's why EORs are a big deal: expanding into new countries is tough. Different laws, regulations... it can be a real headache. An EOR lets you hire the best folks

globally without getting bogged down in the legal mess.

What Services Do EORs Provide?

EORs handle similar HR tasks as PEOs. But the focus is on global hiring. Here's what sets them apart:

  • Legal Employer Responsibilities: They handle contracts, onboarding, termination procedures, and all the official employment details for your overseas hires.

  • Global Payroll & Tax Expertise: EORs ensure compliance with country-specific payroll and tax requirements, keeping you and your employees protected.

  • Simplified Global Expansion: They remove the need to set up a separate company in each country you hire, offering a streamlined solution for international growth.

What are the benefits of EOR in the Caucasus region?

  • Build Your Dream Team, Fast: Need top-notch developers in Georgia's booming tech hub? An EOR in Georgia lets you hire them without the delays of setting up your own entity.  Scale up or down quickly to match the pace of your business.

  • Sidestep the Legal Maze: Employment laws in places like Azerbaijan or Turkey can feel like another language.  EORs are your translator, ensuring you're always playing by the local rules and avoiding costly compliance headaches.

  • Expand Smart, Save Big: EORs let you eliminate those pricey office leases and admin fees. All your HR needs, are handled for a predictable cost.

  • Bridge the Cultural Divide:  The Caucasus is a melting pot of cultures. EORs don't just handle paperwork, they help you understand local norms. This is KEY to building a happy, productive remote team.

  • Your Risk Mitigation Partner: Labor laws change, and they're often extra protective of workers in places like Turkey.  An EOR takes on the compliance burden, minimizing your risk.

What Does an EOR do for your payroll?

Think of an EOR as your global payroll problem-solver. They handle the complexities of paying employees in different countries, so you don't have to! Here's a breakdown:

  • Paychecks Done Right: Your employees get paid accurately and on time, regardless of where they live. The EOR figures out all the tricky tax stuff.

  • No Surprise Fines: Payroll rules can be weird, and they change often! EORs stay on top of it all, so you don't accidentally break a law.

  • Less Paperwork Stress: Forms, calculations, special reports... let the EOR handle those headaches. You focus on your business, not payroll admin.

What are the differences between PEO and EOR?

PEO: Your HR Helper

Imagine your HR department is overloaded. Forms are piling up, you're stressing about whether your benefits package is decent enough, and it feels like employment laws change weekly. A PEO steps in to lighten the load.  Think of them as taking on those tedious tasks like calculating payroll, figuring out taxes, and shopping for insurance plans.  Plus, they keep an eye on those ever-changing regulations. So, you're less likely to get slapped with a fine for accidentally breaking an obscure rule.

EOR:  Your Global Talent Solution

Picture this: you've found the perfect marketing strategist to take your brand to the next level...but they live in Spain.  That's where EORs shine!  They become the "official" employer for your international hires, handling all those country-specific details.  We're talking employment contracts, payroll in Euros (with all the right taxes figured out), and navigating any other legal stuff involved with hiring overseas.  Best part?   You don't have to waste time and money setting up a whole Spanish branch of your company just to bring that talented marketer on board.

The Legal Landscape of PEOs and EORs

PEOs: Think HR Partner, Not HR Replacement

PEOs handle a chunk of the legal compliance and paperwork. You still manage your people day-to-day.

  • Upside: They can be lifesavers for keeping up with changing employment rules.

  • Downside: You're still on the hook for some legal stuff, so it's not totally hands-off.

EORs: They're the Official Employer (On Paper)

EORs take on a whole different level of responsibility. They become the legal employer for your staff.

  • Upside: AMAZING for international hiring. They navigate the legal messes of different countries.

  • Downside: You give up a bit of control over the nitty-gritty of the hiring process. (But hey, might be worth the trade-off!)

PEO or EOR? It depends on your needs?

  • Hiring locally, and already have a company setup? PEO might be enough.

  • Need to hire the best people globally, regardless of location? EORs are your solution.

What to think about when choosing PEO vs EOR?

Outsourcing HR can be a smart move, but picking between a PEO and an EOR takes some careful thought. Here are the major questions to ask yourself:

Do you already have a legal entity (like a branch office) set up in the country where you want to hire?

  • YES = PEO might be a good fit.

  • NO = You'll likely need an EOR.

  • Are you hiring just one or two awesome people in a new country? An EOR is often the fastest solution.

  • Hiring a larger team? PEOs might offer economies of scale for things like benefits.

  • Mostly focused on payroll, benefits, and staying legal within your existing company? A PEO can be a major help.

  • Need to onboard employees in a country where you have no presence, handling contracts and all of that? That's where EORs shine.

  • Smaller companies often get the most value from PEOs, as they may not have a dedicated in-house HR person.

  • Larger companies sometimes still use PEOs for streamlining, but EORs might be needed for international expansion.

Are you drowning in paperwork? Do you lack in-house expertise on complex regulations? This points towards needing significant HR help, which both PEOs and EORs can offer.

  • Staying local? PEOs often make sense for streamlining HR within your existing locations.

  • Dreaming of a global team? EORs are your key to hiring top talent regardless of borders.

  • PEOs involve co-employment, meaning you share some HR responsibilities.

  • EORs take on more, letting you focus on your core business while they handle the legal side of hiring.

  • PEOs can have ongoing costs based on a percentage of payroll.

  • EORs may have higher upfront fees, but potentially save money over time, especially for international hiring.

If rapid growth is in your future, consider the long-term costs and flexibility of each one. EORs often make it easier to scale your team internationally.

  • Do you need someone to guide you through benefits options and compliance? Both PEOs and EORs offer this.

  • Do you need deep expertise on the legal complexities of hiring in specific countries? That's an EOR's specialty.

Team Up - your EOR solution

If EOR sounds like the smart move, TeamUp is here to help.

Build your dream team in the Caucasus – without the HR headaches! 

Our EOR service handles it all, starting at just € 200 a month.


PEOs vs EORs - how do they help businesses?

Think of it like this: PEOs are for when you're swamped by the boring HR stuff that keeps you from growing your biz. They handle payroll, benefits, and all those forms...  EORs are for when you find the perfect person, but they live halfway around the world. They make the legal side of international hiring way less of a headache.

Is an EOR the same as a PEO?

Global PEO or local PEO – how do I decide?

What are the good and bad parts of using a PEO?

I keep hearing “employer of record solutions” – what's that about?

What's the deal with International PEOs and Global EORs?

How do I pick a good Global EOR/PEO service provider?

Why would I use an Employer of Record (EOR)?


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