An Employer of Record (EOR) is a third-party organization that legally hires and manages employees on your company's behalf in countries where you don't have a legal entity. While you remain in control of your employee's daily tasks and performance, the EOR handles local employment contracts, payroll, taxes, benefits, and labor law compliance.

This arrangement makes it easier to build teams across Southeast Asia without the need to set up a local company. You can scale quickly, stay compliant, and avoid the heavy administrative load that often comes with hiring internationally.

For a deeper understanding, explore our HR Glossary: Employer of Record and check out our Hiring Guide for market-specific tips.

In an EOR setup, your company manages the employee's goals and daily responsibilities. Meanwhile, Glints TalentHub serves as the legal employer and takes care of employment contracts, payroll, government contributions, and employee benefits according to local regulations.

This lets you focus on growing your team while we manage the legal and HR complexities behind the scenes.

Using an Employer of Record (EOR) is especially valuable when you want to hire international talent without the burden of setting up a local legal entity. It's ideal in situations where speed, flexibility, and compliance are key—such as entering a new market to test demand, hiring project-based or remote workers, or building a distributed team across multiple countries.An EOR is especially useful when you want to:

• Hire in a country where you don't have a legal entity
• Test new markets before making a long-term commitment
• Onboard remote employees in different countries
• Reduce the risk of non-compliance with unfamiliar regulations
• Expand your team quickly without setting up a foreign office

It's a practical solution for startups, growing teams, and global companies entering Southeast Asia. Visit our Hiring Guides to learn more about each market.

Yes, we offer comprehensive support and maintenance packages including regular updates, security monitoring, bug fixes, and feature enhancements. Our support plans are designed to keep your digital assets running smoothly.

Once you've selected a candidate, we guide them through a clear onboarding process. This includes signing a compliant local contract, submitting necessary documents, enrolling in government-mandated benefits, and setting up payroll and tax registration. We ensure everything is in place, so your new hire is ready to go from day one.

We take full responsibility for ensuring all employment terms, payroll practices, and benefits are aligned with local regulations. Our in-country experts stay updated on labor laws and handle any changes that may affect your employee. This helps reduce your legal exposure and protects your brand. For more on this, explore our employment insight.

We manage terminations in accordance with local laws, covering notice periods, severance pay, final payroll, and unused leave payouts. Whether the separation is initiated by the employer or employee, we guide you through each step to ensure a smooth and compliant process.

While both models support businesses with HR and employment services, the main difference lies in legal responsibility. Both EOR and PEO models support employment services, but the legal responsibility differs.

• An EOR becomes the legal employer, which is ideal if you don't have a local entity.
• A PEO works under a co-employment model and is typically used when you already operate in the country.

To understand which fits your business better, check out our full breakdown of EOR vs. PEO.

We provide EOR support in key Southeast Asian markets, including Indonesia, Malaysia, Vietnam, Singapore, and the Philippines. With strong local partnerships and in-market HR teams, we help ensure smooth hiring and full compliance in each location. Visit our Country Guide for more insights.

EOR pricing varies based on the country, salary level, and scope of service. Typically, you'll pay a monthly fee per employee, which covers employment setup, payroll processing, statutory contributions, compliance support, and benefits administration.

This model is often more cost-efficient than opening a local entity, and also helps avoid hidden costs from compliance mistakes or regulatory penalties.