EmployEmployEmploy hires your people in any country — handling contracts, payroll, and compliance — so you can have engineers in São Paulo, designers in Tallinn, and a head of sales in Nairobi by next Friday.
Act I · The world you're living in
You're scaling fast. The talent is in twelve countries. The legal risk is in twelve more. And somewhere between your Series A and your first international hire, "compliant employment" became a full-time job you didn't sign up for.
73%
of companies struggle with cross-border payroll compliance
Source: Global Payroll Report 2025
$5B+
paid annually in employment tax penalties by US companies alone
Source: IRS data
38%
of contractors are misclassified — each carrying $100K+ penalty risk
Source: 2023 IRS Audit
2:58 a.m. — a Slack message from your lawyer
"Hey — just flagged something. That contractor in Manila? If they've been working full-time hours for 6+ months, the DOLE will treat them as a regular employee. We need to convert them before the next payroll run or you're looking at back-pay plus penalties. Call me in the morning."
This exact scenario happens to 1 in 3 companies scaling internationally for the first time.
Act II · The trials
Click any scenario to see how Employ steps in as the guide who already knows the path.
Germany
Compliance riskYou've found your ideal VP of Engineering in Munich. The candidate has two competing offers. Your legal team quotes 6–8 weeks to review German employment law, probation clauses, and works council requirements.
Germany
Employ handled itEmploy issued a fully compliant German employment contract within 4 hours — including statutory notice periods, vacation entitlement under BUrlG, and social insurance registration. Your VP started Monday.
India
Compliance riskYour Bangalore developer has been working 40+ hours a week for eight months. Under India's Contract Labour Act, they now qualify as a regular employee — and you owe back provident fund contributions plus gratuity.
India
Employ handled itEmploy converted the contractor to full-time employee status, handled PF and ESIC registration, calculated and filed back contributions, and issued the revised appointment letter. No penalty. No audit flag.
France
Compliance riskFrench social security has questions about your remote employee's classification and the calculation of their charges patronales. You have 30 days to respond with full documentation.
France
Employ handled itEmploy's French compliance team responded directly to URSSAF with complete payroll records, employment declarations, and social charge calculations. Audit closed without penalty. Client never had to speak to a French tax authority.
Permanent Establishment risk — the tax trap nobody warns you about
Even without a physical office, having an employee sign contracts or generate revenue in a country can trigger Permanent Establishment status — creating unexpected corporate tax obligations. Many companies discover this only during an audit. Employ's structure prevents PE exposure by design.
Act III · The return
Your distributed team is thriving across 160+ countries. You left the office at 5 p.m. The compliance is handled. Go be with yours.
"We had an offer letter that needed to go out in Berlin by Thursday. Employ had the contract signed and payroll set up before I finished my coffee on Wednesday."
Priya Mehta
Co-founder & CEO · Stacklane
"I was managing nine different local counsel relationships across APAC. Now I have one dashboard, one invoice, and I leave the office at 5 p.m."
David Okonkwo
Global HR Director · Meridian Systems
"Our Philippines contractor should have been a full-time employee for eight months. Employ converted them, filed the back compliance, and we never heard from the tax authority."
Camille Fontaine
CFO · Orion Commerce
Simple by design
Share the candidate's details, role, and country. We handle entity checks, compliance mapping, and contract generation — all before you hit send.
Employ signs the local employment contract as the Employer of Record. You retain full operational control — we absorb the legal, tax, and compliance liability.
Local payroll, benefits, tax filings, and year-end reporting — all handled through one dashboard. One invoice. One point of contact. Zero spreadsheets.
No surprises
Most EOR providers charge $499–$1,500 per employee per month — plus legal fees, setup costs, and surprise invoices from local counsel. We don't.
Startup
Perfect for teams under 25 employees across up to 10 countries.
Enterprise
For HR teams managing 25+ employees across complex multi-country structures.
Engineers in São Paulo. Designers in Tallinn. A head of sales in Nairobi. We've got your people. Go be with yours.