GLOBAL EMPLOYER OF RECORD
Deploy Your Workforce in
160+ Countries.
Zero Entity Setup.
Hire and Pay Employees Worldwide. 100% Compliance. One Provider.
Global Deployments is a licensed Global Employer of Record with in-country legal and HR teams in over 160 markets. We handle employment contracts, payroll, tax, and local compliance so you can hire globally without establishing a local entity.
- Deep in-country HR and labour law expertise across our core markets
- Global service network for broader international coverage
- No local entity or subsidiary required on your side
Trusted by 200+ companies across 5 continents
48hr Onboarding
Fast deployment
Full Compliance
Local labor law coverage
160+ Countries
Global EOR coverage
Global Employer of Record Solutions
Complete Global EOR Services. Core Markets and Beyond.
From hiring to payroll, benefits to compliance, Global Deployments handles every stage of international employment across our core markets and global service network.
Easy Onboarding
Onboard employees with compliant contracts drafted under local law, in-country statutory registration, and full HR setup across all markets. Most core market engagements are live in 48 hours.
Timely Payroll
Accurate, timely payroll in local currency. Mauritian Rupee, Moroccan Dirham, Kenyan Shilling, South African Rand, or UAE Dirham. All statutory deductions managed by in-country specialists.
Legal Compliance
Stay fully compliant with local employment laws, statutory contribution rates, and regulatory requirements in each market. Managed by in-country legal and HR professionals.
Benefits Administration
Statutory and supplementary benefits, including social security, health insurance, pension contributions, and mandatory local entitlements, administered in full compliance with local law in every market.
Multi-Country Management
Manage employees across multiple jurisdictions from a single platform. One point of contact, unified reporting, zero entity complexity on your side.
Rapid Deployment
Hire globally in as little as 48 hours. In-country infrastructure is already active across our core markets. No setup delay, no regulatory wait, no incorporation required on your side.
Why Choose Global Deployments
The Global Employer of Record Advantage. Scale Effortlessly.
Global Employer of Record management does not have to be complex. Our in-country teams and dedicated local specialists give you the compliance edge in every market.
Local Expertise
Navigate employment laws, statutory rates, and regulatory obligations across multiple jurisdictions. In-country legal and HR professionals in each of our core markets, with local specialists in every additional market we service.
Complete HR Support
Full-service HR management from employment contract drafting and in-country registration through to compliant offboarding. All markets under one engagement.
Fast Implementation
Deploy your global team in as little as 48 hours. In-country teams are already active across our core markets. Extended markets follow the same accelerated onboarding timeline.
Payroll & Benefits
Accurate, timely payroll in local currency across all markets. All statutory contributions, tax withholding, and mandatory benefits calculated and filed by in-country teams.
Risk Mitigation
Employment liability sits with Global Deployments in every market we serve. We protect your business from labour claims, regulatory penalties, and permanent establishment risk across all jurisdictions.
Global Mobility & Immigration
Visa, work permit, and residence permit support for international employees relocating to any of our core markets. Managed by in-country immigration specialists.
Our Global EOR Features
Our Global Employer of Record Perks
With Global Deployments as your Global Employer of Record partner, you eliminate the need to establish in-country entities and manage fragmented provider relationships across multiple markets.
Cost Reduction
Save significantly on setup costs compared to establishing legal entities across multiple markets. No incorporation fees, no local legal hire, no compliance infrastructure overhead on your side.
Operational Efficiency
Streamline global HR operations across multiple jurisdictions with unified processes. One provider, consistent standards, and zero fragmentation between markets.
Dedicated Support
Your dedicated account manager ensures smooth operations across all markets. Always available for queries, escalations, and country-specific employment guidance.
Global Coverage
Manage employees across our core markets and beyond from a single Global EOR provider. 160+ countries accessible through one provider relationship, one platform, and one consolidated invoice.
Unified Operations
Manage your entire global workforce from a single point of contact. Consistent HR processes and compliance standards across all markets simultaneously, with full visibility through our dashboard.
Easily Scalable
Scale from 1 to 1,000+ employees across our core markets and global service network without managing multiple entities, compliance frameworks, or provider relationships.
OUR EOR PLATFORM
Your Global Workforce.
Managed in One Place.
160+ Countries. One Platform. Total Workforce Visibility.
Hire, onboard, and pay employees across 160+ countries through a single platform. Global Deployments gives you full visibility over your international workforce, with in-country compliance handled locally and everything managed centrally through one provider.
- Full visibility over your entire global workforce, across every active market. Track headcount, payroll, and compliance status in one place.
- Local legal and HR specialists managing statutory obligations, payroll, and employment law in every jurisdiction you hire in. No gaps. No guesswork.
- One account manager. One platform. One consolidated invoice for your entire global operation, regardless of how many markets you are active in.
Full Compliance
Local labor law coverage
160+ Countries
Global service network
In-Country Teams
Local expertise in every market
Testimonials
Client Stories
Hear from the organizations we have helped scale. Discover how our streamlined solutions and local expertise empower businesses to scale confidently across borders.
“Global Deployments onboarded our team across Morocco and Kenya in under 72 hours. Their in-country entities gave us legal certainty we couldn’t get from any other EOR provider.”
SetPiece Technologies
“We compared six global EOR providers. Global Deployments was the only one that provided us a transparent list of their registered entities, partners and pricing breakdown. That was the decision.”
Osiris Payroll LLC
“The compliance expertise that Global Deployments brings has been critical to our rapid growth. They’ve helped us navigate complex regulations in 8 different countries.”
Ordell Finance
FAQ - Global Deployments & Global EOR
Everything You Need to Know: Global EOR
What is a Global Employer of Record?
A Global Employer of Record (Global EOR) is a company that legally employs workers on behalf of a foreign business across multiple countries. The EOR becomes the legal employer in each jurisdiction. It manages employment contracts, payroll, statutory contributions, tax withholding, and full compliance with local labour law. The client company retains operational direction of the employee’s work.
How does a Global Employer of Record work?
A Global EOR enters into a service agreement with the client company, then hires the designated employees directly in the target country. The EOR manages the full employment relationship: contracts, payroll, benefits, tax, and compliance. The client directs the employee’s day-to-day activities. The arrangement allows companies to hire globally without incorporating locally.
Why use a Global EOR instead of opening a local legal entity?
Establishing a legal entity in a foreign country typically costs $50,000 or more and takes 6 to 12 months. A Global EOR eliminates both. In-country infrastructure is already in place, enabling compliant hiring in as little as 48 hours. For companies testing a market or deploying a small team, EOR is significantly more cost-effective than local incorporation.
What types of companies use Global Employer of Record services?
Companies of all sizes use Global EOR services. From fast-growing startups hiring their first international employee to multinationals scaling across new regions. EOR is particularly valuable for companies entering markets where they do not yet have a legal entity, deploying project-based teams, or testing a new country before committing to full local incorporation.
Is a Global EOR legally responsible for employment compliance?
Yes. As the legal employer of record, a Global EOR assumes full responsibility for employment compliance in each country. This includes employment contract validity, statutory contribution filings, tax withholding, mandatory benefits, and adherence to local labour law. This protects the client company from direct employment liability in the jurisdictions where the EOR operates.
Can a Global EOR manage payroll for employees in multiple countries?
Yes. Global Deployments manages multi-currency payroll across all core markets, including Mauritius, Morocco, Kenya, South Africa, and Dubai. In-country payroll specialists calculate and file each payroll run, managing local statutory contributions, tax withholding, and currency-specific obligations on behalf of the client. Extended markets are covered through our global service network.
Which employment laws does a Global EOR follow?
A Global EOR must comply with the employment legislation of each country it operates in. For Global Deployments, this includes the Workers’ Rights Act 2019 (Mauritius), Code du Travail (Morocco), Employment Act 2007 (Kenya), Labour Relations Act and BCEA (South Africa), and Federal Decree-Law No. 33 of 2021 (UAE). In-country legal professionals manage each market with direct regulatory knowledge.
How quickly can employees be onboarded via a Global EOR?
Global Deployments typically onboards employees within 48 hours of engagement across our core markets. In-country teams are already active and operational, with no entity setup period or regulatory waiting time required before hiring begins.
Which countries does Global Deployments provide Global EOR services in?
Global Deployments provides Global Employer of Record services across 160+ countries. Core markets include Mauritius, Morocco, Kenya, South Africa, and Dubai, where in-country legal and HR teams manage employment, payroll, and compliance directly. Additional countries are accessible through our global service network.
How does Global Deployments maintain compliance standards across all markets?
Global Deployments applies the same compliance framework across every market it serves. In core markets, in-country legal and HR specialists manage statutory obligations directly. In extended markets, local specialists operating under our compliance standards handle employment, payroll, and statutory filings. The same accountability and reporting standards apply in every jurisdiction.
What is the difference between a Global EOR and a Global PEO?
A Global EOR becomes the sole legal employer of the employee in the target country, absorbing full employment liability. A Global PEO operates under a co-employment model, where employment responsibilities are shared between the PEO and the client company. EOR provides greater legal protection and is typically preferred for companies that want maximum compliance coverage without establishing a local entity.
Can a Global EOR employ foreign nationals working abroad?
Yes. Global Deployments can employ foreign nationals in any of our core markets, provided the appropriate work permit, visa, or residence permit has been secured. Our in-country immigration teams manage the full visa and permit process as part of our Global Mobility & Immigration service.
How are employee benefits managed under a Global EOR?
Global Deployments manages all statutory benefits in each market. This includes CNSS and AMO (Morocco), NSSF and SHIF (Kenya), NPF and NSF (Mauritius), UIF (South Africa), and end-of-service gratuity (Dubai). Optional enhanced benefits such as private health cover, supplementary pension, and allowances are scoped separately and administered through local providers.
Is it legal to hire remote employees via a Global EOR?
Yes. Hiring remote employees through a Global EOR is legally compliant across the markets Global Deployments operates in. The EOR provides the formal employment structure, including contracts, payroll, and statutory registration, that makes remote international employment legally valid under local law.
How are income taxes managed for employees under a Global EOR?
Global Deployments calculates and withholds employee income tax in each market: IGR (Impôt sur le Revenu) in Morocco, PAYE in Kenya and South Africa, applicable income tax in Mauritius, and no personal income tax on employee salaries in Dubai. All calculations, deductions, and tax authority filings are managed by in-country payroll and compliance teams.
How much does a Global EOR service cost?
Global EOR pricing is structured on a per-employee-per-month (PEPM) basis and varies by country, headcount, benefits scope, and the complexity of local compliance requirements. Providers typically charge between $299 and $999 per employee per month depending on the market. Markets with higher statutory contribution rates, mandatory benefits, or more complex labour frameworks carry higher service fees. Global Deployments does not publish flat rates because EOR costs vary materially by jurisdiction. All engagements are custom-quoted to reflect the specific markets, headcount, and compliance requirements of the client. There are no entity incorporation costs or setup fees on the client side.
What is the difference between a Global EOR and a Global Payroll provider?
A Global EOR becomes the legal employer of your international employees in each country. It takes on full employment liability, drafts contracts under local law, manages statutory compliance, and processes payroll as part of a comprehensive employment service. A Global Payroll provider manages payroll processing, tax withholding, and statutory contributions only, without changing the legal employment relationship. The client remains the legal employer. A Global Payroll service is suitable for companies that already have a registered legal entity in the target country. Companies without a local entity need a Global EOR, not just payroll outsourcing.
What is permanent establishment risk and how does a Global EOR prevent it?
Permanent establishment (PE) risk arises when a company’s activities in a foreign country create an unintended taxable presence under that country’s tax law. This can happen when employees based abroad conduct core business activities, negotiate contracts, or habitually conclude deals on behalf of the parent company. PE exposure can trigger corporate tax obligations, back-filing requirements, and penalties in the foreign jurisdiction. A Global EOR prevents this by employing the workers directly through its own legal structure in each country. The EOR is the legal employer and the entity through which all employment activity is formally conducted, which insulates the client company from creating a taxable presence in markets where they have not established one intentionally.
How do you choose the right Global EOR provider?
The key criteria for evaluating a Global EOR provider are: in-country presence (whether the provider operates through owned infrastructure or remote management), compliance depth (direct knowledge of local employment law versus generalised coverage), speed of onboarding, payroll accuracy in local currency, statutory benefits administration, and quality of dedicated account management. Providers that operate through their own in-country legal and HR teams give clients a higher level of compliance certainty than software-only or aggregator platforms. Pricing transparency, contract flexibility, and the provider’s specific track record in the markets you are entering are equally important evaluation criteria.
What is the difference between a full-service Global EOR and a software-based EOR platform?
A full-service Global EOR operates through in-country legal and HR teams who manage employment contracts, statutory filings, payroll, and compliance directly. A software-based EOR platform aggregates local partners through a technology interface, handling the client relationship centrally while subcontracting employment obligations in each country to third-party providers. The distinction matters for compliance certainty: full-service providers absorb direct liability in each jurisdiction and apply consistent standards because they control the delivery infrastructure. Software-based platforms introduce an additional layer of counterparty risk because compliance quality depends on the local partner, not the platform itself. Companies with complex compliance requirements or operating in high-risk markets should prioritise full-service models.
Can a Global EOR manage employee terminations compliantly?
Yes. Managing employee terminations compliantly is one of the core functions of a Global EOR. Termination procedures, notice periods, severance entitlements, and procedural requirements differ significantly by jurisdiction. In markets like South Africa (governed by the Labour Relations Act) or Morocco (Code du Travail), dismissals that do not follow prescribed procedures expose the employer to unfair dismissal claims and mandatory reinstatement orders. A Global EOR manages the full offboarding process in compliance with local law in each market, including required notice periods, statutory severance calculations, final payroll settlement, deregistration with local authorities, and any mandatory consultation processes.
What happens when a company wants to transition from a Global EOR to its own legal entity?
As a company’s workforce in a given market grows, it may reach a point where establishing its own local entity becomes more cost-effective than continuing with an EOR. This transition, often called an entity conversion, involves registering a local legal entity, transferring employment contracts from the EOR to the new entity, re-registering employees with statutory authorities, and establishing local payroll infrastructure. Global Deployments supports clients through this transition process in core markets where we operate. Typically, EOR remains the right model for workforces of up to 15 to 20 employees in a single country. Above that threshold, local entity costs and operational control often justify the switch.
As a company’s workforce in a given market grows, it may reach a point where establishing its own local entity becomes more cost-effective than continuing with an EOR. This transition, often called an entity conversion, involves registering a local legal entity, transferring employment contracts from the EOR to the new entity, re-registering employees with statutory authorities, and establishing local payroll infrastructure. Global Deployments supports clients through this transition process in core markets where we operate. Typically, EOR remains the right model for workforces of up to 15 to 20 employees in a single country. Above that threshold, local entity costs and operational control often justify the switch.
How does a Global EOR handle intellectual property and confidentiality agreements?
Intellectual property (IP) and confidentiality provisions are included in the employment contracts drafted under local law by the Global EOR in each jurisdiction. The EOR ensures that IP assignment clauses, non-disclosure agreements, and confidentiality obligations are enforceable under the employment legislation of the country where the employee is based. The client company retains ownership of all work product and IP created by the employee. IP assignment provisions must comply with local law to be enforceable, which varies by jurisdiction. Global Deployments structures employment agreements to ensure IP and confidentiality protections meet the standards required under local legislation in each core market.
Can a Global EOR support equity compensation and stock options for international employees?
Yes, but equity and stock option plans for internationally employed workers require careful structuring. Tax treatment of equity compensation, including income tax on exercise, capital gains implications, and reporting obligations, varies significantly by country. In markets like South Africa and Kenya, for example, share options trigger specific income tax events that must be reported and withheld by the employer of record at exercise. A Global EOR can administer equity-related payroll obligations, withhold applicable taxes at the point of exercise, and file the required reports with local tax authorities. The underlying equity plan design and grant documentation are typically handled by the client company’s legal counsel.
What is the difference between a Global EOR and an international staffing agency?
A Global EOR becomes the legal employer of the worker in the target country, taking on full employment liability including contracts, payroll, statutory contributions, and compliance. The client directs the employee’s work but carries no direct employment liability. An international staffing agency sources and places candidates but does not necessarily assume the legal employer role. Many staffing agencies use an EOR structure to handle the employment obligations for placed workers. The distinction matters because using a staffing agency without a proper employment structure in the target country can expose the client company to direct employment liability, misclassification risk, and permanent establishment exposure that a properly structured EOR engagement eliminates.