Global hiring checklist

🇦🇷 Argentina

Confidence: medium. Verified 2026-10-05. 9 unverified items on this record.

• ☐ Employer on-costs: 34% to 40% of base salary.
• ☐ Mandatory benefits: Aguinaldo (SAC): two half-bonuses in June and December; Vacation: 14-35 days by tenure; Paid maternity 90 days; Occupational risk insurance (ART); Life insurance (not verified).
• ☐ Paid leave: 14 days (under 5 years), 21 (5-10), 28 (10-20), 35 days (20+) (Remote). About 16 national holidays in 2026 (12 fixed, 4 movable) per press calendars, plus possible bridge days; official decree not fetched.
• ☐ Probation: Three months under the Labor Contract Law. Law 27.802 (published 6 Mar 2026) is reported to extend it to up to 6 months for most employers, 8 months for firms with 6-100 employees and 12 months for micro firms of up to 5 workers, with 15 days' notice and no severance (Deel; not checked against the law text).
• ☐ Notice and severance: Notice (LCT art. 231): 15 days during probation, 1 month under 5 years' service, 2 months for 5+ years. Dismissal without cause: severance of one month's pay per year of service or fraction over three months (law text as quoted by Argentine legal summaries), based on the best normal and habitual monthly pay of the last year. Law 27.802 (in force since 6 Mar 2026) clarifies the base (excludes aguinaldo, vacation pay and non-habitual items; 'habitual' means accrued at least 6 months in the last year) and, per Deel, caps the base at three times the average collective-agreement wage. A court order suspended 82 articles on 30 Mar 2026 and was revoked on 23 Apr 2026, so recheck current status.
• ☐ Payroll: Monthly.
• ☐ Onboarding time claimed: EOR 3-5 business days to onboard, start in about 15 days (Deel claim); own entity Not verified from a retrieved source.
• ☐ Contractor risk: Misclassification carries serious penalties and fines under Argentine labor law (Remote). Independent contractors (monotributistas/autonomos) must be genuinely autonomous; 2026 reform eased some contractor rules (details not verified).

Full Argentina guide · Best EOR for Argentina

🇧🇷 Brazil

Confidence: medium. Verified 2026-10-05. 7 unverified items on this record.

• ☐ Employer on-costs: 47% to 70% of base salary.
• ☐ Mandatory benefits: 13th salary (paid in two instalments, by 30 Nov and 20 Dec); Vacation pay plus 1/3 constitutional bonus; FGTS deposits (8%); Vale-transporte (commuting allowance) for employees who commute; Maternity leave 120 days (180 if Empresa Cidada); paternity leave 5 days in 2026 (Law 15.371 of 31 Mar 2026 raises it to 10 days from 2027, 15 from 2028 and 20 from 2029 with a paid 'salario-paternidade', per secondary sources); Meal vouchers, health plans, etc. are usually required by collective bargaining agreements (CCT) rather than statute.
• ☐ Paid leave: 30 calendar days of paid vacation after each 12-month accrual period (may be split into up to 3 periods), paid with an extra 1/3. About 9-12 national/state/municipal public holidays depending on location.
• ☐ Probation: Experience contract (contrato de experiencia) up to 90 days total (one extension allowed within that cap).
• ☐ Notice and severance: Dismissal without cause: notice (aviso previo) of 30 days plus 3 days per completed year of service beyond the first, capped at 90 days (Law 12.506/2011) (worked or paid in lieu); FGTS balance released plus 40% fine paid by employer; proportional 13th salary and vacation pay. Resignation: employee gives 30 days' notice. Mutual agreement termination: 20% FGTS fine and 80% FGTS withdrawal.
• ☐ Payroll: monthly (salary due by the 5th business day of the following month); 13th salary paid in two instalments.
• ☐ Onboarding time claimed: EOR 5-10 business days (Deel claim); own entity About 4-6 months for CNPJ registration (Deel claim), plus ramp-up for payroll/eSocial.
• ☐ Contractor risk: High risk. Courts apply the CLT employment test (personal service, subordination, habitual service, pay). Misclassified 'PJ' contractors can claim retroactive INSS, FGTS, 13th salary, vacation and overtime, plus the 40% FGTS fine. The Supreme Court (STF) has been reviewing the legality of 'pejotizacao'; status of that ruling should be checked with local counsel.

Full Brazil guide · Best EOR for Brazil

🇨🇦 Canada

Confidence: medium. Verified 2026-10-05. 8 unverified items on this record.

• ☐ Employer on-costs: 5% to 13% of base salary.
• ☐ Mandatory benefits: Paid vacation (2 weeks after one year, 3 weeks after five; provincial variations); Public holiday pay (5-9 days, provincial); Maternity (15 weeks) and parental leave (35 weeks) job protection (Remote); Statutory vacation pay 4% or 6%; Termination notice or pay in lieu.
• ☐ Paid leave: Minimum 2 weeks after one year, rising to 3 weeks after five years (Remote); public holidays vary by province (not verified count).
• ☐ Probation: Typically about 3 months (Remote); Quebec has enhanced protection after two years' service.
• ☐ Notice and severance: No at-will employment. Statutory notice or pay in lieu is provincial; Ontario ESA: 1 week per year of service up to 8 weeks (after 3 months), plus severance pay of 1 week per year up to 26 weeks for employees with 5+ years at employers with a CAD 2.5 million Ontario payroll (secondary legal summaries). Common-law reasonable notice can be much higher (up to about 24 months) and is not verified from a retrieved source.
• ☐ Payroll: Biweekly or semi-monthly (Remote uses 15th and end of month).
• ☐ Onboarding time claimed: EOR Not verified from a retrieved provider source; own entity Not verified from a retrieved source.
• ☐ Contractor risk: Misclassification risk exists (Remote). CRA and courts apply the control, tools, chance of profit/risk of loss and integration tests. Penalties include back CPP/EI, tax and interest (details not verified).

Full Canada guide · Best EOR for Canada

🇨🇱 Chile

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 6.8% to 9% of base salary.
• ☐ Mandatory benefits: Annual vacation of 15 working days after one year; Legal gratification (profit-share style bonus, 25% of pay capped, or 30% of annual pay option) - not verified in detail; Paid maternity leave (6 weeks pre / 12 weeks post) and 5 days' paternity leave - general knowledge; Employer meal/transport allowances only if agreed or in collective agreements.
• ☐ Paid leave: 15 working days of paid vacation per year after one year of service (general knowledge; additional progressive days for long service). About 14-16 public holidays a year.
• ☐ Probation: No statutory probation period; Remote notes common practice of 30-90 days, often 3 months, with short notice during that time. Treat as contractual and confirm with counsel.
• ☐ Notice and severance: At least 30 days' written notice or one month's pay in lieu (Remote). Dismissal for business needs also carries severance of one month's pay per year of service (capped at 11 years, general knowledge). Dismissal for employee misconduct carries no severance.
• ☐ Payroll: Monthly (typically paid by month-end; payslips and contributions filed via Previred).
• ☐ Onboarding time claimed: EOR Deel claim: as little as 3 days; not independently verified; own entity Deel claim: setting up in LATAM can take 3-12 months depending on country; Chile-specific figure not verified.
• ☐ Contractor risk: Contractors on honorarios invoices are common, but Chilean labour courts apply a primacy-of-reality test (subordination and dependence). Misclassification exposes the principal to back-payment of social security and benefits. Local counsel advised.

Full Chile guide · Best EOR for Chile

🇨🇴 Colombia

Confidence: medium. Verified 2026-10-05. 8 unverified items on this record.

• ☐ Employer on-costs: 38% to 52% of base salary.
• ☐ Mandatory benefits: Prima de servicios: 1 month of pay per year, paid in two instalments; Cesantias: 1 month of pay per year deposited in a fund, plus 12% annual interest; Vacation: 15 working days; Transport allowance for employees earning up to 2 minimum wages (COP 249,095 in 2026, secondary source); Dotacion (work clothing) for lower earners, 3 times a year (not verified).
• ☐ Paid leave: 15 paid working days per year and 18 national public holidays (Deel).
• ☐ Probation: Maximum 2 months on indefinite contracts; proportional on fixed-term contracts (Deel).
• ☐ Notice and severance: Dismissal without just cause on an indefinite contract (CST art. 64): indemnity of 30 days' salary for the first year plus 20 days per additional year for salaries below 10 minimum wages; for salaries of 10+ minimum wages 20 days for the first year plus 15 days per additional year (statute as generally described; not fetched). Notification of collective redundancy (10+ workers within 30 days) required.
• ☐ Payroll: Monthly or biweekly; social security filed monthly via PILA.
• ☐ Onboarding time claimed: EOR Under 5 working days once documents are ready (Deel claim); own entity 16-28 weeks (Deel claim).
• ☐ Contractor risk: Deel rates misclassification risk as high: employees are entitled to back wages, social security arrears, fines and penalties if a contractor relationship shows subordination, fixed schedule or exclusivity.

Full Colombia guide · Best EOR for Colombia

🇨🇷 Costa Rica

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 26.83% to 35.2% of base salary.
• ☐ Mandatory benefits: Aguinaldo (13th month salary), paid in December; Annual vacation (minimum two weeks per 50 weeks worked); INS workers' compensation insurance (employer-paid); Paid maternity leave (general knowledge: 4 months); Cesantia (severance) on certain dismissals.
• ☐ Paid leave: Minimum two weeks' paid vacation per 50 weeks of continuous service (Labour Code art. 153, confirmed MTSS). Roughly 11 paid public holidays; confirm the current list.
• ☐ Probation: Three months (Labour Code art. 28/29: until 3 months' service a leaving worker is owed only proportional vacation and aguinaldo, MTSS).
• ☐ Notice and severance: Preaviso (Labour Code art. 28): 1 week after 3-6 months' service, 15 days after 6-12 months, 1 month after a year. Cesantia (art. 29): 7 days' pay after 3-6 months, 14 days after 6-12 months, then by service scale, capped at 8 years, on dismissals without just cause (MTSS code text; full scale beyond year one not re-read).
• ☐ Payroll: Monthly or bi-weekly (common practice); aguinaldo paid by 20 December.
• ☐ Onboarding time claimed: EOR Deel claim: a few days; not independently verified; own entity Deel claim: LATAM entity set-up can take 3-12 months; Costa Rica-specific figure not verified.
• ☐ Contractor risk: Contractor use is possible, but Costa Rica applies a primacy-of-reality test and the CCSS audits misclassification, which can lead to back-contributions. Local counsel advised.

Full Costa Rica guide · Best EOR for Costa Rica

🇫🇷 France

Confidence: medium. Verified 2026-10-05. 4 unverified items on this record.

• ☐ Employer on-costs: 5% to 45% of base salary.
• ☐ Mandatory benefits: 5 weeks' paid leave (30 working days); Mandatory complementary health insurance with at least 50% employer funding; 50% reimbursement of public-transport pass; Paid public holidays (11); Sick pay supplements under collective agreements; Maternity (16 weeks+) and paternity (28 days) leave.
• ☐ Paid leave: 2.5 working days per month, i.e. 30 working days (5 weeks) per year, plus up to 11 public holidays (general knowledge; collective agreements may add days).
• ☐ Probation: CDI: 2 months (workers/employees), 3 months (supervisors), 4 months (managers/cadres); renewable once if the agreement allows (to 4, 6 and 8 months) (general knowledge).
• ☐ Notice and severance: Notice depends on the collective agreement (commonly 1-3 months). If no better agreement: dismissal notice of 1 month after 6 months' service and 2 months after 2 years' service (confirmed by secondary summaries of the Code du travail). Statutory dismissal indemnity: 1/4 of a month's pay per year up to 10 years and 1/3 beyond, after 8 months' seniority (confirmed).
• ☐ Payroll: Monthly (payslip required).
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: A contractor (independent worker or micro-entrepreneur) is requalified as an employee if subordinated; penalties for dissimulated work (travail dissimule) include 6 months' pay and criminal liability. High risk where integration is deep.

Full France guide · Best EOR for France

🇩🇪 Germany

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 21% to 25% of base salary.
• ☐ Mandatory benefits: Paid annual leave; Continued pay during sickness for up to 6 weeks (Entgeltfortzahlung); Public holidays; Maternity protection and parental leave; Employer pension: right to deferred compensation (Entgeltumwandlung) with employer subsidy of 15%; Works council rights where established.
• ☐ Paid leave: Statutory minimum 20 working days on a 5-day week (24 on a 6-day week); 25-30 days is the market norm. 9-13 public holidays depending on the state.
• ☐ Probation: Up to 6 months (Probezeit) with a statutory 2-week notice during probation.
• ☐ Notice and severance: Statutory notice 4 weeks to the 15th or end of a month; employer notice grows with tenure (1 month after 2 years up to 7 months after 20 years). No general statutory severance; but where dismissal is for operational reasons, the employee may opt for 0.5 month's salary per year of service (Section 1a KSchG) if the employer offers it; court settlements usually 0.5-1 month per year.
• ☐ Payroll: monthly.
• ☐ Onboarding time claimed: EOR Days to ~2 weeks (provider claims; specific figure unverified); own entity Roughly 1-3 months for a GmbH plus payroll registrations (estimate, not verified).
• ☐ Contractor risk: Strict. False self-employment (Scheinselbststaendigkeit) is policed by the Deutsche Rentenversicherung status determination procedure (Statusfeststellungsverfahren). If reclassified, the client owes back employer and employee social contributions (up to 4 years, 30 in cases of intent), plus possible fines.

Full Germany guide · Best EOR for Germany

🇮🇳 India

Confidence: medium. Verified 2026-10-05. 7 unverified items on this record.

• ☐ Employer on-costs: 5% to 10% of base salary.
• ☐ Mandatory benefits: Provident fund; Gratuity; ESIC medical cover for lower-paid employees; Statutory bonus for eligible low-paid staff (8.33%-20%); Maternity benefit 26 weeks; Paid leave and holidays under state Shops & Establishments Acts.
• ☐ Paid leave: Set by state Shops and Establishments Acts and company policy, so it varies; typically 12-24 days of earned/casual/sick leave plus 8-15 public holidays (exact figures state-specific and not confirmed). The labour codes provide earned leave at 1 day per 20 days worked.
• ☐ Probation: Not set by statute; commonly 3-6 months by contract.
• ☐ Notice and severance: Notice is contractual (commonly 30-90 days). Retrenchment under the Industrial Relations Code is reported to require one month's notice and compensation of 15 days' average pay per completed year of service (not checked against the Code text); gratuity is separate. Fixed-term employees are entitled to gratuity pro rata after one year.
• ☐ Payroll: monthly (wages must be paid by the 7th of the following month under the Code on Wages for most establishments).
• ☐ Onboarding time claimed: EOR Days to ~2 weeks (provider claims; specific figure unverified); own entity Roughly 1-3 months for a private limited company (estimate, not verified).
• ☐ Contractor risk: Contractors and freelancers are very common (consultancy agreements, invoicing under GST). Misclassification risk is moderate: Indian courts look at control and integration, and the labour codes tighten contract labour rules. Cross-border contractors can create permanent establishment or tax risks for the foreign company if directed from abroad.

Full India guide · Best EOR for India

🇮🇩 Indonesia

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 10.2% to 11.7% of base salary.
• ☐ Mandatory benefits: THR religious holiday allowance of one month's pay; BPJS Ketenagakerjaan and Kesehatan coverage; 12 working days' annual leave after 12 months; Severance, service and compensation payments on termination (PP 35/2021).
• ☐ Paid leave: 12 working days of annual leave after 12 months of continuous service (PP 35/2021 / Kemnaker), plus national holidays and collective leave days.
• ☐ Probation: Maximum 3 months for permanent (PKWTT) contracts; not allowed for fixed-term (PKWT).
• ☐ Notice and severance: Termination follows PP 35/2021: severance (uang pesangon) of 1 month's wage per year of service up to a maximum of 9 months (after 8 years), long-service pay (uang penghargaan masa kerja) up to 10 months at 24+ years, plus compensation of entitlements; multipliers vary by reason for termination (Kemnaker-hosted PP 35/2021, confirmed for the maxima).
• ☐ Payroll: Monthly; THR paid at least 7 days before the religious holiday (general knowledge).
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: Contractors are common but outsourcing and misclassification are tightly regulated under the Job Creation Law. Moderate to high risk for long-term dependent workers.

Full Indonesia guide · Best EOR for Indonesia

🇮🇪 Ireland

Confidence: medium. Verified 2026-10-05. 4 unverified items on this record.

• ☐ Employer on-costs: 11.4% to 12.9% of base salary.
• ☐ Mandatory benefits: Annual leave of 4 working weeks (20 days); Public holidays (10); Statutory sick pay: 5 days a year at 70% of normal pay, capped at EUR 110 a day (the planned rise to 10 days in 2026 was not implemented); Maternity (26 weeks) and parent's leave; Auto-enrolment pension contribution (My Future Fund) where eligible.
• ☐ Paid leave: 4 working weeks of annual leave (Organisation of Working Time Act 1997) plus 10 public holidays (general knowledge).
• ☐ Probation: Probation up to 6 months, extendable to 12 months only in specified circumstances (Employment (Miscellaneous Provisions) Act 2018; general knowledge).
• ☐ Notice and severance: Statutory minimum notice (Minimum Notice and Terms of Employment Act 1973): 1 week (13 weeks to 2 years), 2 weeks (2-5 years), 4 weeks (5-10 years), 6 weeks (10-15 years), 8 weeks (15+ years); contract may be longer (confirmed via Citizens Information / WRC). Statutory redundancy: 104 weeks' service needed; 2 weeks' pay per year plus one bonus week, weekly pay capped at EUR 600 (confirmed); employer notice of redundancy at least 2 weeks.
• ☐ Payroll: Weekly, fortnightly or monthly; PAYE returns submitted each pay run (real time).
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: Irish revenue and courts apply a multi-factor employment status test (Code of Practice on Determining Employment Status). Moderate risk where contractors work like employees.

Full Ireland guide · Best EOR for Ireland

🇮🇹 Italy

Confidence: medium. Verified 2026-10-05. 6 unverified items on this record.

• ☐ Employer on-costs: 30% to 45% of base salary.
• ☐ Mandatory benefits: 13th month salary; TFR severance accrual; Minimum 4 weeks' annual paid leave; CCNL-based extras: 14th month, supplementary health, meal vouchers; Maternity leave (5 months) with INPS allowance.
• ☐ Paid leave: At least four weeks' paid annual leave (D.Lgs. 66/2003) plus about 12 public holidays; CCNL often adds days (general knowledge).
• ☐ Probation: Up to 6 months by law (Civil Code art. 2096), fixed by the CCNL by role.
• ☐ Notice and severance: Notice is set by the applicable national collective agreement (CCNL) by seniority and grade (commonly 15 days to several months). TFR is paid on exit. Dismissals without cause carry indemnity or reinstatement depending on hire date and firm size.
• ☐ Payroll: Monthly; 13th month in December, 14th (where provided) in June/July.
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: Freelancers (partita IVA) are common, but misclassification as parasubordinate (co.co.co.) or employees risks claims and sanctions. Gestione Separata contributions apply to the self-employed (24-35.03% in 2026 per PwC). Moderate to high risk.

Full Italy guide · Best EOR for Italy

🇯🇵 Japan

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 15.3% to 16.2% of base salary.
• ☐ Mandatory benefits: Social insurance enrolment (health and pension) for eligible workers; Employment and workers' accident insurance; Annual paid leave: 10 days after 6 months rising to 20; Maternity leave (6 weeks pre / 8 post) and childcare leave; Commuting allowance is customary but not statutory.
• ☐ Paid leave: 10 days after 6 months of service, increasing annually to 20 days after 6.5 years (Labor Standards Act; general knowledge) plus 16 national holidays.
• ☐ Probation: Customarily 3-6 months, set by contract; during the first 14 days dismissal needs no 30-day notice (general knowledge).
• ☐ Notice and severance: Employer must give 30 days' notice or pay in lieu of notice (averaged wages); no statutory severance, but many employers pay by company rule or collective agreement.
• ☐ Payroll: Monthly (full payment, in currency, at least once a month on a fixed date); bonuses commonly paid twice a year (customary)..
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: Independent contractors (gyomu itaku) are common, but Japanese courts and labour inspectors apply employee-likeness tests. The Freelance Act (2024) regulates payment to freelancers. Moderate risk.

Full Japan guide · Best EOR for Japan

🇰🇪 Kenya

Confidence: medium. Verified 2026-10-05. 3 unverified items on this record.

• ☐ Employer on-costs: 7.5% to 7.5% of base salary.
• ☐ Mandatory benefits: 21 working days' annual leave (Employment Act); Sick leave (7 days full pay, 7 half pay after 2 months); Maternity leave 3 months; paternity 2 weeks; Service pay or NSSF coverage on termination (general knowledge).
• ☐ Paid leave: 21 working days after every 12 consecutive months of service on full pay (Employment Act s.28, confirmed on Kenya Law), plus about 12 public holidays.
• ☐ Probation: Up to 6 months, extendable once by up to 6 months with the employee's agreement; either party may end a probationary contract on 7 days' notice or 7 days' wages (Employment Act 2007, confirmed on Kenya Law).
• ☐ Notice and severance: Notice per contract; if none, 28 days for monthly-paid staff after probation. Redundancy: one month's notice (or pay in lieu) to the employee and the labour officer, plus severance of not less than 15 days' pay per completed year of service (Employment Act s.40, confirmed).
• ☐ Payroll: Monthly; statutory deductions due by the 9th of the next month (PwC).
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: Independent contractors are common; the Employment Act definition is applied by substance and misclassification claims are possible. Moderate risk.

Full Kenya guide · Best EOR for Kenya

🇲🇾 Malaysia

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 13.95% to 15.95% of base salary.
• ☐ Mandatory benefits: EPF, SOCSO and EIS coverage; Paid annual leave of 8/12/16 days by service band (Employment Act); Sick leave 14/18/22 days and 60 hospitalisation days; Maternity leave 98 days and paternity 7 days.
• ☐ Paid leave: 8 days (under 2 years), 12 days (2-5 years), 16 days (over 5 years) of annual leave, plus at least 11 public holidays under the Employment Act (general knowledge).
• ☐ Probation: Customarily 3-6 months by contract; not fixed by statute.
• ☐ Notice and severance: If contract is silent: 4 weeks (under 2 years), 6 weeks (2-5 years), 8 weeks (over 5 years). Termination benefits for EA-covered employees: 10 days (under 2 years), 15 days (2-5 years) or 20 days (over 5 years) per year of service on retrenchment (general knowledge).
• ☐ Payroll: Monthly; wages paid within 7 days of the end of the wage period (general knowledge).
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: Contractors are usable; the Employment Act defines employment in substance. Misclassification risk is moderate.

Full Malaysia guide · Best EOR for Malaysia

🇲🇽 Mexico

Confidence: medium. Verified 2026-10-05. 7 unverified items on this record.

• ☐ Employer on-costs: 27% to 36% of base salary.
• ☐ Mandatory benefits: Aguinaldo: at least 15 days' pay by 20 December; Vacation premium: at least 25% on vacation pay; PTU profit sharing (10% of company taxable income); Paid sick leave via IMSS; Work-from-home allowance (Deel cites MXN 1,000/month for remote workers); Maternity 12 weeks paid (IMSS); paternity 5 working days (employer; Remote).
• ☐ Paid leave: 12 vacation days after year one, rising with tenure to 20+ (Remote, Deel). Public holidays: about 7 mandatory days per year plus 1 Oct every six years (not verified from a retrieved source).
• ☐ Probation: Up to 30 days for contracts over 180 days; up to 180 days for managerial or technical roles (Remote).
• ☐ Notice and severance: No statutory advance notice. Unjustified dismissal: 3 months' integrated salary plus 20 days per year of service (Deel; LFT arts. 48 and 50 as generally described), plus a seniority premium of 12 days per year of service on a salary capped at twice the minimum wage and accrued benefits. Retrenchment-type or employee-resignation seniority-premium conditions not verified.
• ☐ Payroll: Weekly, biweekly or monthly; often biweekly.
• ☐ Onboarding time claimed: EOR 1-2 business days to start, contract in ~5 days (Deel claim); own entity About 4-5 months (Deel claim).
• ☐ Contractor risk: Risk is significant. The 2021 outsourcing reform bans personnel subcontracting except registered specialized services (REPSE) (not verified from a retrieved source). Deel reports misclassification fines above MXN 500,000 between 2021 and 2025. Genuine independent contractors need their own invoices (CFDI), control of their work and multiple clients.

Full Mexico guide · Best EOR for Mexico

🇳🇱 Netherlands

Confidence: medium. Verified 2026-10-05. 6 unverified items on this record.

• ☐ Employer on-costs: 16% to 23% of base salary.
• ☐ Mandatory benefits: 8% holiday allowance (vakantiegeld); Continued sick pay: at least 70% of salary (capped at the maximum daily wage) for up to 104 weeks (many contracts pay 100% in year one); Pension where collective agreement applies; Pregnancy and parental leave.
• ☐ Paid leave: 20 days statutory (4x weekly hours) at full time; vacation days expire after six months post-year (Remote). Public holidays are not mandatory paid days by statute (practice varies).
• ☐ Probation: Up to two months; not allowed for fixed-term contracts under six months (Remote).
• ☐ Notice and severance: Employer notice scales with service, up to four months (Remote), and dismissal normally needs UWV or court approval. Transition payment: one-third of a monthly salary per year of service from day one, capped at EUR 102,000 or one annual salary if higher (2026, per Dutch payroll press; statutory formula, not fetched from an official page).
• ☐ Payroll: Monthly, paid in arrears on or before last working day (Remote).
• ☐ Onboarding time claimed: EOR Not verified from a retrieved provider source; own entity Not verified from a retrieved source.
• ☐ Contractor risk: Dutch tax authority enforcement of bogus self-employment (Wet DBA) resumed in 2025 (not verified); tests look at authority, personal performance and no substitution. Misclassification can mean back payroll tax and premiums.

Full Netherlands guide · Best EOR for Netherlands

🇳🇬 Nigeria

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 11% to 12% of base salary.
• ☐ Mandatory benefits: Pension contributions (RSA); Employee compensation insurance (NSITF); Annual leave (Labour Act s.18: at least 6 working days after 12 months of continuous service; many employers give 15-20); Maternity leave: 6 weeks before and 6 weeks after confinement at not less than 50% of wages after 6 months' service (Labour Act s.54).
• ☐ Paid leave: Labour Act s.18: at least 6 working days after 12 months' continuous service (deferrable up to 24 months by agreement); in practice 15-20 days are customary. Public holidays vary by year (not verified).
• ☐ Probation: Not fixed by the Labour Act; contractual, commonly 3-6 months. A written statement of terms is due within 3 months of starting (Labour Act s.7).
• ☐ Notice and severance: Labour Act s.11(2): 1 day (contract of 3 months or less), 1 week (over 3 months, under 2 years), 2 weeks (2 to under 5 years), 1 month (5+ years); notice of 1 week or more must be in writing; pay in lieu is allowed. No general statutory severance: on redundancy the employer informs the union/representative, applies last-in-first-out and uses best endeavours to negotiate redundancy pay (s.20).
• ☐ Payroll: Monthly; PAYE remitted to state internal revenue service by the 10th of the following month (general knowledge).
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: Contractors are widely used for remote work. Misclassification risk is moderate; payments to foreign contractors may raise withholding-tax and FX issues. Seek local advice.

Full Nigeria guide · Best EOR for Nigeria

🇵🇪 Peru

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 9% to 37% of base salary.
• ☐ Mandatory benefits: Two gratificaciones (July, December) with 9% bonus; CTS severance deposits (May, November); 30 calendar days' paid vacation; EsSalud health coverage; Family allowance (asignacion familiar) for employees with children; Profit sharing for larger companies (not verified).
• ☐ Paid leave: 30 calendar days of paid vacation after one year (general-regime employees).
• ☐ Probation: Three months by default in the general regime (workers can be dismissed without cause during probation); up to 6 months for qualified staff and 1 year for management by law (the 3-month default is confirmed by a gob.pe document; 6 and 12 months from general knowledge).
• ☐ Notice and severance: No notice period is required for employer dismissal, which needs a just cause with a due-process hearing. Arbitrary dismissal after probation: 1.5 monthly wages per year of service (indefinite contracts), up to 12 monthly wages; fixed-term: 1.5 wages per remaining month (gob.pe-hosted source, buk.pe). Resignation: 30 days' notice (general knowledge). CTS balance is paid on exit.
• ☐ Payroll: Monthly (some roles bi-weekly); gratificaciones in July and December.
• ☐ Onboarding time claimed: EOR Deel claim: as little as 3 days; not independently verified; own entity Deel claim: LATAM entity set-up 3-12 months; Peru-specific figure not verified.
• ☐ Contractor risk: Locadores de servicios are used, but SUNAFIL applies a primacy-of-reality test and labour courts can reclassify subordinate contractors, creating liability for gratificaciones, CTS and EsSalud.

Full Peru guide · Best EOR for Peru

🇵🇭 Philippines

Confidence: medium. Verified 2026-10-05. 6 unverified items on this record.

• ☐ Employer on-costs: 14% to 22% of base salary.
• ☐ Mandatory benefits: 13th-month pay (by 24 December); Service incentive leave (5 days after one year); Holiday pay for regular holidays; Maternity leave 105 days; Paternity leave 7 days; SSS, PhilHealth, Pag-IBIG coverage; Separation pay for authorized-cause dismissal.
• ☐ Paid leave: 5 days' service incentive leave after one year (many employers give more); 12 regular holidays plus special non-working days (varies per year).
• ☐ Probation: Maximum 6 months; probationary employees must be told the regularisation standards at hiring.
• ☐ Notice and severance: Authorized-cause termination (redundancy, installation of labour-saving devices) requires 30 days' written notice to the employee and DOLE and separation pay of 1 month or 1 month per year of service, whichever is higher; retrenchment/closure not due to serious losses: 1 month or 0.5 month per year, whichever is higher. No separation pay for just cause dismissal. Employee resignation requires 30 days' notice.
• ☐ Payroll: semi-monthly (at least twice a month, intervals not exceeding 16 days).
• ☐ Onboarding time claimed: EOR Days to ~2 weeks (provider claims; specific figure unverified); own entity About 1-3 months (estimate, not verified).
• ☐ Contractor risk: The four-fold test (selection, wages, dismissal power, control) with the control test decisive. Misclassified freelancers can claim regularisation, 13th month, leave and back wages. DOLE Department Order 174 restricts labour-only contracting. Risk is moderate to high for full-time dedicated freelancers.

Full Philippines guide · Best EOR for Philippines

🇵🇱 Poland

Confidence: medium. Verified 2026-10-05. 4 unverified items on this record.

• ☐ Employer on-costs: 19.5% to 22.1% of base salary.
• ☐ Mandatory benefits: Paid annual leave (20 or 26 days); Sick pay (80% of pay, first 33 days employer-paid, then ZUS); Maternity/parental leave; PPK employee pension plan enrolment (employer 1.5%, employee may opt out); Occupational health checks.
• ☐ Paid leave: 20 days (under 10 years' service) or 26 days (10+ years). 13-14 public holidays a year depending on how 6 January and Sundays fall. Since 2026 for private sector (reported effective 1 May 2026), prior self-employment/B2B and civil-law work periods count toward tenure.
• ☐ Probation: Up to 3 months (probation contract). Notice during probation: 3 working days (up to 2 weeks), 1 week (over 2 weeks), 2 weeks (3 months).
• ☐ Notice and severance: Indefinite contracts: 2 weeks (under 6 months' tenure), 1 month (6 months-3 years), 3 months (3+ years). Statutory redundancy pay applies only for employers with 20+ employees: 1, 2 or 3 months' pay depending on tenure (<2 yrs, 2-8 yrs, 8+ yrs), capped at 15x the minimum wage (PLN 72,090 in 2026 = 15 x 4,806). Fixed-term contracts can generally be terminated with 2 weeks' notice if the contract allows it.
• ☐ Payroll: monthly (wages due at least monthly, typically paid by the 10th of the following month).
• ☐ Onboarding time claimed: EOR Days to ~2 weeks (providers advertise 'days'; specific figure not verified); own entity Roughly 1-3 months for a Polish sp. z o.o. incl. KRS, bank account, ZUS/tax registrations (estimate, not verified).
• ☐ Contractor risk: B2B contracting is common in Poland's tech sector, and the legal test is the Labour Code 'employment relationship' features (subordination, work under direction, fixed place/time, remuneration). Misclassification can be reported by the National Labour Inspectorate (PIP), which can reclassify and impose fines on the employer; ZUS can claim back contributions.

Full Poland guide · Best EOR for Poland

🇵🇹 Portugal

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 24% to 27% of base salary.
• ☐ Mandatory benefits: 14 annual salary payments (holiday and Christmas subsidies); Meal allowance (not mandatory but common, tax-exempt up to a limit); Work accident insurance; 40 hours annual training; Work-from-home expense allowance when remote (Remote).
• ☐ Paid leave: 22 working days annual leave and 13 national public holidays (Remote).
• ☐ Probation: 90 days standard, extendable to 180 days for complex roles (Remote).
• ☐ Notice and severance: Notice for dismissals on indefinite contracts per Remote: 30 days up to 2 years of service, 60 days beyond. Severance applies to collective and objective dismissals (rates not verified from a retrieved source).
• ☐ Payroll: Monthly.
• ☐ Onboarding time claimed: EOR Not verified from a retrieved provider source; own entity Not verified from a retrieved source.
• ☐ Contractor risk: Portugal presumes employment if indicators such as subordination, fixed hours and company equipment exist (Labour Code); misclassification brings back social security and fines (rules not verified from a retrieved source).

Full Portugal guide · Best EOR for Portugal

🇷🇴 Romania

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 2.25% to 2.25% of base salary.
• ☐ Mandatory benefits: Paid annual leave of at least 20 days; Public holidays (17 per Remote); Paid sick leave via social health system; Maternity and child-raising leave.
• ☐ Paid leave: At least 20 paid vacation days and 17 public holidays (Remote).
• ☐ Probation: 5 working days (contract up to 3 months), 15 days (3-6 months), 30 days (over 6 months), 45 days for management (Remote).
• ☐ Notice and severance: Minimum 20 working days' notice on dismissal (Remote); no statutory individual severance (Remote). Collective redundancy has additional rules.
• ☐ Payroll: Monthly.
• ☐ Onboarding time claimed: EOR Not verified from a retrieved provider source; own entity Not verified from a retrieved source.
• ☐ Contractor risk: Misclassification carries legal risk (Remote). Romania has a PFA/SRL contractor culture; labor inspectorate penalties apply for disguised employment (details not verified).

Full Romania guide · Best EOR for Romania

🇸🇬 Singapore

Confidence: medium. Verified 2026-10-05. 6 unverified items on this record.

• ☐ Employer on-costs: 0.25% to 17.25% of base salary.
• ☐ Mandatory benefits: CPF for citizens and PRs; Annual leave: minimum 7 days after 3 months' service, rising by one day per year up to 14; Sick leave: 14 days outpatient and 60 days hospitalisation after 3 months; Public holidays (11); Maternity leave 16 weeks (government co-funded).
• ☐ Paid leave: Employment Act minimum (MOM): after 3 months' service, 7 days in the first year, rising by 1 day a year to 14 days from the 8th year; plus 11 public holidays; sick leave 14 days outpatient / 60 days hospitalisation after 3 months' service.
• ☐ Probation: Contractual; commonly 3-6 months. Employment Act does not fix a length.
• ☐ Notice and severance: Notice per contract; if silent, 1 day to 4 weeks by length of service. No statutory severance; retrenchment benefit is payable to employees with 2+ years' service under tripartite guidelines (MOM: prevailing norm 2 weeks to 1 month per year of service, 1 month in unionised firms).
• ☐ Payroll: Monthly; salary due within 7 days after the end of the salary period; CPF due by the 14th of the following month (general knowledge).
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: Freelance and contractor arrangements are allowed; the 'contract for service' is judged by substance. Platform and freelancer protections exist; misclassification risk is low to moderate.

Full Singapore guide · Best EOR for Singapore

🇿🇦 South Africa

Confidence: medium. Verified 2026-10-05. 4 unverified items on this record.

• ☐ Employer on-costs: 2% to 2% of base salary.
• ☐ Mandatory benefits: Paid annual leave of 21 consecutive days (BCEA); Paid sick leave (30 days over a 3-year cycle) and family responsibility leave; Maternity leave of 4 months (UIF-funded benefit); Public holidays (12 plus).
• ☐ Paid leave: 21 consecutive days (15 working days) of annual leave per year under the BCEA, plus 12 public holidays; sick leave 30 days per 36-month cycle (general knowledge; not fetched).
• ☐ Probation: No statutory length; fair probation under the Labour Relations Act, commonly 3-6 months.
• ☐ Notice and severance: BCEA notice: 1 week (up to 6 months' service), 2 weeks (6-12 months), 4 weeks (over 1 year). Severance for operational-requirements dismissals: at least 1 week's pay per completed year of service.
• ☐ Payroll: Monthly (weekly or fortnightly in some sectors); PAYE/UIF/SDL returns monthly via SARS EMP201.
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: The BCEA presumption of employment applies to those earning below the earnings threshold when certain factors exist; misclassification can trigger PAYE, UIF and labour claims. Moderate risk.

Full South Africa guide · Best EOR for South Africa

🇪🇸 Spain

Confidence: medium. Verified 2026-10-05. 6 unverified items on this record.

• ☐ Employer on-costs: 31% to 34% of base salary.
• ☐ Mandatory benefits: Two extra payments per year (summer and Christmas) or 14 payments in total; Employee social security coverage; Maternity 19 weeks and paternity leave of up to 16 weeks (Remote), paid by Social Security.
• ☐ Paid leave: Statutory minimum 30 calendar days (Estatuto de los Trabajadores art. 38; typically 22 working days; many agreements give 23) plus up to 14 public holidays (national, regional and local).
• ☐ Probation: Estatuto de los Trabajadores art. 14: collective agreement may set it, otherwise maximum 6 months for qualified technicians and 2 months for other workers (3 months for non-technicians in firms with under 25 employees).
• ☐ Notice and severance: Improper dismissal: 33 days of salary per year of service, up to 24 monthly payments (ET art. 56, confirmed). Objective dismissal: 20 days per year up to 12 months with 15 days' notice (ET art. 53, general knowledge, not fetched). Notice for other reasons varies by collective agreement (Remote).
• ☐ Payroll: Monthly; 14 payments per year.
• ☐ Onboarding time claimed: EOR Not verified from a retrieved provider source; own entity Not verified from a retrieved source.
• ☐ Contractor risk: Falsos autonomos (false self-employment) are actively policed by labor inspection, with back contributions and fines (Remote notes risk; penalties not verified). Contractors should invoice multiple clients.

Full Spain guide · Best EOR for Spain

🇹🇭 Thailand

Confidence: medium. Verified 2026-10-05. 6 unverified items on this record.

• ☐ Employer on-costs: 2% to 6% of base salary.
• ☐ Mandatory benefits: Annual paid leave of 6 working days after one year; 13 public holidays (employer must give at least 13); Sick leave up to 30 days paid per year; Maternity leave 98 days; Severance pay on dismissal without cause; Overtime and rest-day pay.
• ☐ Paid leave: Minimum 6 working days after 1 year of service (many employers give 10-15). 13 public holidays minimum.
• ☐ Probation: No statutory maximum, typically up to 119 days because severance eligibility starts at 120 days of service.
• ☐ Notice and severance: Termination without cause requires notice of at least one pay period (up to 3 months) or pay in lieu, and statutory severance based on tenure: 120 days to <1 year = 30 days' wages; 1 to <3 years = 90 days; 3 to <6 years = 180 days; 6 to <10 years = 240 days; 10 to <20 years = 300 days; 20+ years = 400 days.
• ☐ Payroll: monthly (some pay twice a month).
• ☐ Onboarding time claimed: EOR Days to ~2 weeks (providers advertise 'days', no verified specific figure); own entity Months (Payoneer: 'takes months'; specific duration unverified).
• ☐ Contractor risk: Contractors are common in Thailand's tech and creative scenes, and the Labour Protection Act looks at the substance of the relationship (control, fixed hours, integration). Misclassified workers may claim employee entitlements such as severance and overtime. Contractor risk is considered moderate.

Full Thailand guide · Best EOR for Thailand

🇹🇷 Turkey

Confidence: medium. Verified 2026-10-05. 4 unverified items on this record.

• ☐ Employer on-costs: 18.75% to 23.75% of base salary.
• ☐ Mandatory benefits: Severance pay (kidem tazminati) for 1+ years' service on qualifying exits; Annual leave of 14/20/26 days by service band; Overtime premium of 50%; Maternity leave of 16 weeks (general knowledge).
• ☐ Paid leave: 14 working days (1-5 years' service), 20 days (5-15 years), 26 days (15+ years); at least 20 days for workers under 18 or over 50 (Labour Act 4857 art. 53, ILO NATLEX). Plus about 14-15 public holidays (not verified).
• ☐ Probation: Up to 2 months, extendable to 4 months by collective agreement (Labour Act 4857 art. 15, confirmed via ILO NATLEX).
• ☐ Notice and severance: Statutory notice: 2 weeks (under 6 months' service), 4 weeks (6-18 months), 6 weeks (18 months-3 years), 8 weeks (over 3 years). Severance: 30 days' gross pay per full year of service, subject to an annual ceiling, for dismissal without just cause (not for resignation except certain cases). Severance ceiling TRY 73,729.87 per year of service for 1 Jul-31 Dec 2026 (TRY 64,948.77 in H1 2026), per L&E Global / Cott Group summaries of the Treasury circular.
• ☐ Payroll: Monthly (private sector commonly monthly; at least monthly by law).
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: Freelancers invoice as serbest meslek; courts can reclassify disguised employees. Moderate risk. Foreign contractors should be paid through proper invoicing.

Full Turkey guide · Best EOR for Turkey

🇦🇪 United Arab Emirates

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 5.75% to 12.5% of base salary.
• ☐ Mandatory benefits: End-of-service gratuity after 1 year; 30 calendar days' annual leave after one year; Mandatory health insurance (Dubai and Abu Dhabi; employer-paid in Dubai - not verified); Wages paid through the Wage Protection System (WPS); Return air ticket and housing only if contractually agreed.
• ☐ Paid leave: 30 calendar days (2.5 days per month) per year after one year of service (Federal Decree-Law 33 of 2021); 2 days per month between 6 and 12 months; plus public holidays.
• ☐ Probation: Not more than 6 months from the start date (MOHRE / u.ae, confirmed); 14 days' notice during probation, or 30 days if the employee leaves to join another UAE employer (general knowledge).
• ☐ Notice and severance: Notice of 30 to 90 days under the labour law; gratuity of 21 days' basic wage for each of the first five years and 30 days for each year beyond, proportional for part years after the first full year, capped at two years' wages and calculated on the last basic wage excluding allowances (u.ae / MOHRE, Federal Decree-Law 33/2021). Pay in lieu of notice is permitted.
• ☐ Payroll: Monthly via WPS (mandatory for mainland private sector); late payment attracts penalties.
• ☐ Onboarding time claimed: EOR not verified; own entity not verified.
• ☐ Contractor risk: Freelance permits exist; true contractors need their own licence (free-zone freelancer permits are common). Misclassification risk is low to moderate; remote workers outside the UAE are not covered by UAE labour law.

Full United Arab Emirates guide · Best EOR for United Arab Emirates

🇬🇧 United Kingdom

Confidence: medium. Verified 2026-10-05. 6 unverified items on this record.

• ☐ Employer on-costs: 14% to 18% of base salary.
• ☐ Mandatory benefits: Statutory paid holiday 5.6 weeks; Statutory Sick Pay; Statutory maternity/paternity/shared parental pay; Workplace pension auto-enrolment; National Minimum / Living Wage; Written statement of employment terms from day one.
• ☐ Paid leave: 5.6 weeks (28 days for a 5-day week) including bank holidays; 8 bank holidays in England and Wales.
• ☐ Probation: No statutory probation; 3-6 months commonly used. Notice usually shortened during probation by contract.
• ☐ Notice and severance: Statutory minimum employer notice: 1 week after 1 month of service, then 1 week per full year up to 12 weeks. Contracts often require more. Statutory redundancy pay is available after 2 years' service: up to 0.5, 1 or 1.5 weeks' pay per year depending on age, with a weekly pay cap and 20-year cap.
• ☐ Payroll: monthly (weekly or 4-weekly also common); real-time information (RTI) reporting to HMRC each payday.
• ☐ Onboarding time claimed: EOR Days to ~2 weeks (provider claims; specific figure unverified); own entity Roughly 2-6 weeks for a UK Ltd plus PAYE and pension setup (estimate, not verified).
• ☐ Contractor risk: IR35 / off-payroll working rules: medium and large private clients must decide status of contractors engaged via personal service companies; if inside IR35, the fee-payer operates PAYE and NIC. Employment status tests (control, substitution, mutuality of obligation) are applied. HMRC can recover underpaid tax and NIC.

Full United Kingdom guide · Best EOR for United Kingdom

🇻🇳 Vietnam

Confidence: medium. Verified 2026-10-05. 5 unverified items on this record.

• ☐ Employer on-costs: 21.5% to 23.5% of base salary.
• ☐ Mandatory benefits: 12 days annual leave; 11 public holidays; 13th-month salary is customary and often contractual but not statutory; Maternity leave 6 months; Social insurance, health and unemployment insurance; Overtime pay.
• ☐ Paid leave: 12 working days of annual leave for normal conditions (more for heavy/hazardous work and for each 5 years of service), plus 11 public holidays.
• ☐ Probation: Up to 180 days for enterprise managers; 60 days for roles requiring college level or above; 30 days for intermediate-level roles; 6 working days for other jobs. Probation salary must be at least 85% of the job's salary.
• ☐ Notice and severance: Indefinite-term contracts: employee must give 45 days' notice (employer must also give 45 days where lawful ground exists); fixed-term 12-36 months: 30 days; fixed-term under 12 months: 3 working days. Employment allowance (trop cap thoi viec): 0.5 month's average salary per year worked. Job-loss allowance for redundancy: 1 month per year, minimum 2 months.
• ☐ Payroll: monthly.
• ☐ Onboarding time claimed: EOR Days to ~2 weeks (provider claims; specific figure unverified); own entity About 2-4+ months (estimate, not verified).
• ☐ Contractor risk: Independent contractors are common, but a worker who works under employer direction and receives wages is deemed an employee under the 2019 Labour Code. Misclassification can lead to administrative fines and back-payment of social insurance. Risk is moderate.

Full Vietnam guide · Best EOR for Vietnam

Tools you’ll likely need next

Some links are affiliate links. Disclosure.