Employer of Record is used to get over regulatory and expense barriers when hiring labor in remote locations. For non-resident firms doing business, each country (and some states or regions) has its own employment, payroll, and work permit rules. The difficulty of adhering to those standards can be a significant barrier to cross-border corporate expansion
Employees are the lifeblood of any organization, yet finding employees to work where you need them can be difficult. Each country has its own set of norms and rules. Employment compliance necessitates a well-functioning Human Resources infrastructure as well as a thorough understanding of the local employment, legal, and tax landscapes. All of this and more is available through P2B’s Employer of Record (EOR) services. Elements go in and out of each other. Onboarding, supervising, and paying staff are all aspects of in-country administration and compliance that Elements navigates. This allows our clients to concentrate on their long-term business goals and progress.
Bangladesh possesses a strong culture where the employer is considered patriarchal; a good employer takes care of its employees. Additionally, it’s an extremely kind and warm culture. Listening to the intention behind the words and recognize the subtleties, including when recruiting employees in Dhaka, to build a positive and comfortable work environment. Outsourcing companies should keep in mind that while costs and salaries are lower in certain countries.
When companies approach the recruiting process by themselves, the first step is setting up a local entity via incorporation and registration. This of course can be time-consuming and costly, requiring skilled legal and accounting support to secure compliance. We provide payroll, benefits, and workforce management through our network of in-country partners including development, delivery and coordination of human resource services and manage the implementation of human resource.
Our HR Administration work while keeping all these aspects in mind and manages all the features of international HR including employee associations, development and implementation of policies and systems, recruiting support as well as HR responsibilities in the office start-up, maintenance and shut down. Additionally, Payroll2Bangladesh will work with Business Development and Program Teams to lead recruitment and maintain the program of international experts.
We are the One provider with a one-stop resolution. Dodge the need for complicated contracts with extra third-party providers. Establishing a company in a new country is an expensive and time-consuming method that can require multiple vendors. It distracts businesses from their essence focus. We can protect your business’ valuable time and trim your expenses by as much as 87.5% by Dramatically cutting the time to get established in new countries in as short as a few weeks.
How can we engage a worker in a country where my business has no presence or establishment?
On behalf of our clients, we may hire foreign labor in over 100 countries. This means that you can employ local people in nations where your company does not have a legal organization. Our clients are not required to a local entity. One of the primary advantages of our EOR service delivery mode is this.
Can you source international talent for us?
Yes, without a doubt! Since 2005, International Staffing Consultants, Inc. has made it a priority to staff jobs in other countries. We feel there is no other firm in the Bangladesh with the experience and global reach to discover candidates. Fees for recruiting are separate from those for EOR services, and we’d be pleased to talk about them with you.
Can you provide EOR services for expatriates?
We do not provide standard assignment support services, however in some cases, we can engage from other countries (outside the Bangladesh). This service may also include services, such as visas or work permit applications for workers who wish to work legally in another nation.
How are the workers day-to-day duties managed?
The customer directs and manages the worker’s day-to-day actions, just as they would any other employee in their organization. Our organization handles the relationship’s administrative employment components, such as statutory requirements and payroll.
Is there a minimum amount of time that we must commit to employing the worker?
Our service agreements aren’t for a set period of time, and also we hire people on a basis for brief periods of time. Some clients merely need a temporary solution while they finish their legal entity or assess the sustainability of a market. In other circumstances, our customers have no immediate or long-term desire to form a local entity. We don’t have a time limit in place. We have everything we need to service our clients for as long as they need us.