Value Props
Lightning-fast onboarding
Offer, contract, and start dates in days, not months.
Total compliance
Local labor laws, taxes, and statutory policies covered end-to-end.
No entity required
Enter new markets without the cost and complexity of local setup.
Transparent payroll
Clear gross-to-net, calendars, deadlines, and approvals.
Benefits handled
Statutory and market-standard plans with guided enrollment.
Local support
In-country specialists for onboarding, payroll, and ongoing HR.
Key Features
- Localized employment contracts with confidentiality protection
- Consolidated payroll funding with transparent currency exchange
- Filings, remittances, and statutory reporting
- Time off, holidays, and leave policies built-in
- Expense submission, approvals, and reimbursements
- Employee and manager self-service portals
- Immigration support where eligible
Frequently asked questions
Traditionally, an EOR focuses on the legal and administrative side of employment. At Herensys, we go further — our recruitment team can help you source and hire the right talent, so you get end-to-end support from day one.
Typically, an EOR steps in after you've identified your candidate. However, with Herensys, you don't have to find talent on your own — we offer recruitment services to help you source the right people before the EOR process begins.
Yes, we handle all mandatory in-country contributions, including social security, health insurance, pension funds, and other statutory benefits required by local employment laws. Everything is calculated and paid accurately and on time.
An EOR and a PEO serve different purposes. An EOR becomes the legal employer of your workers, handling all compliance and HR responsibilities in countries where you do not have a legal entity. A PEO, on the other hand, works with your existing entity to co-employ workers and help manage HR tasks, but you remain the legal employer.