Expand your reach and mitigate risks with tailored payroll and workforce classification solutions.
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EOR
Firms that need a payroll partner to assume legal and financial liability for their contingent employees
AOR
Handles compliance, back-office functions, and deployment of independent contractors
Firms that need a partner to provide administrative support and invoicing for their independent contractors
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Ensure Contractor Compliance
Confidently engage independent contractors while ensuring full compliance with local regulations.
Innovate Workforce Strategies
Drive innovation by augmenting your workforce strategy to match the demands of the marketplace.
Ensure Workforce Compliance
Mitigate risks and maintain compliance across all worker classifications with our comprehensive solution.
Outsource Risk
Outsource employment liabilities and focus on core competencies by leveraging our full-service capabilities.
Learn more about EOR and AOR services and find the right solution for your business.
An employer of record (EOR) is a third-party organization that becomes the legal employer of your contingent workforce, taking on responsibilities such as payroll, taxes, benefits administration, and compliance management.
An agent of record (AOR) is a third-party organization that provides administrative support and ensures compliance for businesses engaging independent contractors. The AOR does not become the legal employer but manages processes like contractor onboarding, compliance documentation, and invoicing.
The primary difference is that an EOR becomes the legal employer of your contingent workers, while an AOR does not. An EOR takes on employment liabilities, payroll, and benefits administration, while an AOR focuses on compliance and administrative support for independent contractors.
You would typically need an EOR if you have a contingent workforce of payrolled employees, such as temporary or contract workers. An AOR is more suitable if you primarily engage independent contractors who are not employees.
Yes, you can absolutely use both EOR and AOR services simultaneously. This allows you to manage a blended workforce of payrolled employees (through the EOR) and independent contractors (through the AOR) under one comprehensive solution.
EOR and AOR services help ensure compliance by taking on the responsibilities of navigating complex employment laws, tax regulations, and worker classification rules across different jurisdictions. This mitigates the risk of non-compliance and potential penalties.
Some key benefits include mitigating employment risks, enabling rapid global expansion, streamlining administrative processes, accessing specialized talent, and enhancing operational efficiency by outsourcing non-core functions.
Take our quick assessment to receive a personalized recommendation based on your specific workforce needs, industry, and growth plans. Our experts can also guide you through the process of selecting the right solution.
