Cura Resource Group
An employer of record (EOR) is the legal employer of your staff in a country where you have no entity of your own. Cura Resource Group takes that role for companies expanding into new markets: we hold the employment contract and run payroll, tax and benefits in the local system, while you direct the work day to day. It keeps hiring compliant without a local company of your own.
An employer of record is a company that legally employs workers on another company’s behalf. It appears on the employment contract, runs payroll, withholds tax and provides statutory benefits, while the client company decides what the employee actually does.
The arrangement exists because employing someone normally requires a registered entity in that country. An employer of record already has one, so hiring can start without you incorporating first.
Our employer of record services cover every legal obligation that comes with employing someone in another country.
We arrange employer of record coverage worldwide, subject to each country’s employment rules. Some markets are straightforward; others restrict fixed-term contracts, mandate specific benefits or require a local director, and those conditions shape what the hire looks like.
Tell us the country and the role, and we confirm what is possible before you make an offer.
An employer of record becomes the legal employer; a PEO co-employs your staff alongside you. The practical difference is the entity: a PEO requires you to already have one in that country, an employer of record does not.
So a PEO suits a company that is established locally and wants payroll and HR administration handled. An employer of record suits a company that wants people in a country where it has no registered presence at all.
An employer of record takes legal responsibility for people; an importer of record takes it for goods. Entering a new market usually needs both – staff on the ground and equipment through customs.
Cura provides both, so the people side and the goods side of a market entry run under one agreement instead of two vendors and two timelines.
An employer of record handles the employment relationship, not the work itself. You still set objectives, manage performance, and decide who to hire and when to let someone go.
Two risks are worth naming. Using an employer of record does not automatically avoid a permanent establishment, because sustained activity in a country can still create a taxable presence. And a role that is really employment cannot be run as contracting – misclassification is a liability the arrangement is meant to remove, not create.
An employer of record earns its fee when you need people in a country faster than you can register a company there. Four situations come up most often.
If none of these fit and you already have an entity in the country, direct payroll is usually cheaper.
Cura takes the employment risk onto its own books, not just the administration around it. That means one agreement for the people side of a market entry and the goods side of it.
Our employer of record process runs in four steps, and the first one happens before you make the offer.
An employer of record service places your staff on another company’s employment contract and payroll in the country where they work. That provider becomes the legal employer for tax and labor purposes, while you keep control of the role, the objectives and the day-to-day work.
An employer of record company holds registered entities in different countries and employs people there on behalf of its clients. It handles contracts, payroll, tax withholding and statutory benefits, so a client can hire abroad without incorporating a business in each market.
You choose the person and agree the package. The employer of record issues a local employment contract and onboards them onto its entity. Salary, tax and benefits then run through that local payroll, and the client is invoiced for the employment cost plus a service fee.
An employer of record becomes the legal employer, so no local entity of your own is needed. A PEO co-employs staff alongside you and requires you to be registered in that country already. With no presence in the market, an employer of record is the route that works.
The main risks are tax and classification, not payroll. Sustained activity in a country can create a taxable presence regardless of who employs the staff, and a role that is really employment cannot be run as contracting. Agree who carries which liability before you hire.
Providers usually charge either a flat monthly fee per employee or a percentage of salary, on top of the salary and statutory costs themselves. The figure depends on the country and the package, so a quote is specific to the hire. Cura returns a proposal within 24 to 48 business hours.
No, and that is the point of the arrangement: the provider’s entity employs the person, so you can hire in a country where you have no registered company. If you already have an entity there, direct payroll or a PEO is usually the cheaper route.
You do. The employer of record is the legal employer on paper, handling contracts, payroll and compliance, but the work stays with you. Objectives, priorities, performance and team structure are all yours to set, and the provider does not direct the role.
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Importer of Record (IOR)
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