An Employee of Record, or EOR, is a local employing entity that legally hires employees on behalf of a client company. The EOR manages employment contracts, payroll, statutory benefits, tax filings, and local labor compliance, while the client manages the employee's day-to-day work and performance.

With an EOR model, the provider becomes the legal employer in the local country. The client selects and manages the worker, while the EOR handles employment administration, payroll, benefits, onboarding, offboarding, and compliance with local labor laws.

An EOR helps companies hire talent in another country without immediately opening a local legal entity. This allows businesses to expand faster, test new markets, hire remote employees, and remain compliant with local employment, tax, payroll, and benefits requirements.

TN Outsourcing provides EOR, payroll, recruitment, onboarding, employment administration, statutory benefits coordination, and compliance support across LATAM and the Caribbean. Our model helps companies hire and support employees locally while reducing the complexity of international expansion.

Yes. TN Outsourcing supports companies that want to hire employees in LATAM and the Caribbean without immediately creating their own local entity. Through our EOR structure, employees can be hired locally while TN manages payroll, compliance, benefits, and employment administration.

Yes. A strong EOR provider manages local payroll, statutory deductions, employer contributions, tax-related filings, benefits administration, employment contracts, onboarding, and offboarding. This helps reduce compliance risk when hiring employees in countries where the client does not have its own entity.

EOR pricing usually includes a monthly fee per employee, plus any applicable setup, onboarding, payroll, statutory, or offboarding costs. Pricing depends on the country, employee count, service scope, benefits requirements, and whether additional services such as recruitment, equipment, or visa support are needed.

An EOR becomes the legal employer for workers in countries where the client does not have an entity. A PEO usually supports HR and payroll where the client already has a local entity. A contractor is self-employed, which may create misclassification risk if the role functions like a regular employee.

An EOR is often a good fit when a company wants to hire quickly, test a new market, employ a small team, reduce administrative burden, or avoid the time and cost of opening a local entity. It is especially useful for international expansion, remote hiring, and early-stage market entry.

Onboarding timelines vary by country and role requirements. In many cases, onboarding can move faster than setting up a new entity because the EOR already has the local employment structure in place. Timelines may depend on documentation, payroll registration, benefits enrollment, and any visa or right-to-work requirements.

Yes. TN Outsourcing can support recruitment, EOR, and payroll as part of a broader hiring solution. This allows companies to identify talent, employ workers locally, manage payroll, and maintain compliance through one regional provider.

TN Outsourcing supports EOR and payroll services across 35+ countries in LATAM and the Caribbean. Coverage may vary depending on the service required, employee profile, and compliance needs, so companies should confirm country-specific requirements before hiring.