Each new country has its own rules for contracts, payroll, taxes and benefits. Gloroots handles all of it as your legal employer, so your team can start in days.
Global employment compliance means following each country's employment rules for everyone you hire there: contracts, payroll tax, social security, benefits, leave and exits. As the legal employer in 150+ countries, Gloroots handles these rules and carries the compliance risk for employees hired through its EOR.
Why it gets complicated
Every country has its own rules. These slow companies down most.
A local employment contract that follows that country's labour law and any sector agreement.
Talk to a Compliance ExpertMonthly payroll, income tax withholding and employer contributions, such as China's social insurance and housing fund.
Talk to a Payroll ExpertCompany checks, employee documents and, for foreign hires, permits like Saudi Arabia's Iqama.
Talk to an ExpertRules like Spain's collective bargaining agreements or a mandatory 13th-month salary.
Talk to a Compliance ExpertLeave, expenses, rule changes and a compliant exit if the market doesn't work.
Talk to an ExpertGetting one of these wrong can delay a hire by weeks or lead to fines later.
How Gloroots helps
Gloroots becomes the legal employer in your new country. You choose the people and run the work. We handle what the law requires.
Gloroots signs a local contract with your hire, reviewed by our legal team. Your first hire can start in 3 to 5 days.
Before you make an offer, see the monthly cost per person: salary, employer contributions and the Gloroots fee.
Gloroots advises on the benefits local candidates expect, which can decide the hire in markets like Japan and China.
Gloroots runs payroll, files taxes and registers benefits in each country, and carries the compliance risk.
Every new country runs on the same platform and the same monthly invoice. No new vendor for each country.
If a market doesn't work, Gloroots ends the employment under local law, with proper notice and final pay. There's no company to shut down.
EOR vs. your own entity
An EOR suits new markets and small teams. Your own entity suits a large, permanent team in one country.
Best for a large, permanent team in one country
Best for new markets and small teams
Once a country has a large, permanent team, your own entity often costs less. We'll tell you when you reach that point.
Hiring an employee? Engaging a contractor? Building a team in India? Paying a distributed gig workforce?
Talk to a Global Employment ExpertYes. Gloroots, as your Employer of Record (EOR), becomes the legal employer in the country. You choose the people and manage their work. Gloroots handles the local contract, payroll, taxes and benefits. This works in 150+ countries.
An Employer of Record is a company that legally employs your workers in a country on your behalf. It issues local contracts, runs payroll, pays taxes and benefits, and carries employment compliance, while you direct the day-to-day work.
With Gloroots, your first hire can typically start in 3 to 5 days, depending on the country and how quickly documents are completed. Setting up your own entity usually takes months.
Gloroots EOR starts at $199 per employee per month. Your total monthly cost per person is salary, employer contributions and the Gloroots fee. You see it before you make an offer, and all countries share one monthly invoice.
Use an EOR to enter a new market or hire a small team: there is no upfront setup and Gloroots carries the compliance risk. Set up your own entity once a country has a large, permanent team. Gloroots will tell you when you reach that point.
Gloroots handles the local employment contract, payroll, income tax withholding, employer contributions, statutory benefits, leave and compliant exits. For employees hired through its EOR, Gloroots carries the compliance risk.
Gloroots is the legal employer in 150+ countries, including Germany, Spain, Japan, India, China, Saudi Arabia and Brazil. You can add countries at any time on the same platform.
Gloroots ends the employment under local law, with proper notice and final pay. Because you never set up an entity, there is no company to shut down.
