HR Legal Advisory

HR Services in Asia

EOR Asia offers a full and comprehensive range of HR outsourcing services to companies in Asia

HR Services We Provide in Asia

EOR Asia offers an extensive suite of human resources services and solutions to international businesses operating in Asia. These include Employer of Record, PEO, payroll, recruitment, head-hunting, HRBP, HR legal advisory and work visa processing.

Your Best HR Partner in Asia

Why EOR Asia?

Securing the appropriate professionals is essential for your company’s prosperity in Asia‘s challenging market. EOR Asia takes on the demanding work of identifying, assessing, and pre-interviewing candidates, delivering a curated list of well-qualified contenders, and streamlining your recruitment process.

Local Expertise and Insight:

Our solid foundation in Asia gives us deep insights into local business trends, cultural subtleties, and workplace customs.

Full-Service HR Assistance:

We go beyond just being your Employer of Record, providing a broad spectrum of HR services in English.

Payroll Management Service:

Our clients enjoy our proprietary payroll service designed for efficient record management.

How we onboard your employees

Streamlined Employee Hiring in Asia

Our EOR service handles payroll, benefits, and compliance, making the onboarding process straightforward and hassle-free.

Our pay-as-you-go model allows for easy workforce expansion in Asia, without long-term commitments or high costs.

The process we follow

Picking Top Candidate

You decide on job titles, roles, pay scales, and benefits for your team.

We Handle the Hiring

We create a local contract that aligns with your proposal and adheres to Asia’s employment regulations.

We Cover Payroll

We manage your regular payroll, benefits, tax obligations, and HR duties.

Compliance is Key

HR Compliance in Asia

For companies working in Asia, adhering to HR regulations is crucial. The nation’s employment and labor laws are intricate and frequently change.

EOR Asia helps to reduce the chances of facing fines, penalties, legal issues, and harm to your company’s reputation due to non-adherence to these laws.

Frequently Asked Questions

What is the main difference between an EOR and a PEO?

An EOR helps businesses hire employees in Asia without needing a local entity, while a PEO provides HR services like payroll and benefits management for businesses that already have a legal entity in Asia.

How long does it typically take to hire an employee in Japan?

The hiring process in Japan can vary widely depending on the company and the position. It might take anywhere from a few weeks to several months. Traditionally, Japan has a unique recruitment cycle, with a high season for hiring new graduates in the spring. For foreign companies or specialized roles, the process might be quicker or slower depending on the candidate pool and the company’s needs.

Can a foreign company hire employees in South Africa without a local entity?

It is possible for a foreign company to hire employees in South Africa without a local entity, but it can be quite complex due to immigration and labor laws. Companies often use a local Employer of Record (EOR) or a Professional Employer Organization (PEO) to manage local employment compliance, payroll, and benefits.

How does an EOR help with the payment of social security and taxes for employees in Indonesia?

An Employer of Record (EOR) in Indonesia helps foreign companies by taking on the legal employer responsibilities for their local workforce. This includes registering employees with the local authorities, managing payroll, ensuring timely and correct payment of social security contributions, and handling all tax-related matters, including income tax withholding and reporting.

What happens if an employee in China is injured at work?

If an employee in China is injured at work, the employer must follow a series of legal requirements and procedures as outlined by the Chinese labor laws, specifically the “Work Injury Insurance Regulations.” Here’s a more detailed look at the process:

1. Immediate Reporting:
The employer is required to report the accident to the relevant labor authorities and the employee’s union representative, if any, within 48 hours.

2. Medical Treatment:
The employer must ensure that the injured employee receives immediate medical attention. The costs of medical treatment for work injuries are typically covered by the employer until the employee is stabilized.

3. Application for Work Injury Recognition:
The employer, in coordination with the employee, should apply to the local labor authorities for work injury recognition. This process involves an assessment of the incident and the injuries to determine if they are indeed work-related.

4. Work Injury Insurance:
If the injury is recognized as a work injury, the costs are then covered by the Work Injury Insurance Fund, which includes payment of medical expenses, disability compensation, and possibly a one-time compensation payment depending on the severity of the injury.

5. Disability Assessment:
If the injury results in a disability, a formal assessment is conducted to determine the level of disability. This assessment affects the amount of compensation the employee is entitled to receive.

6. Compensation and Benefits:
Depending on the outcome of the disability assessment, the employee may be entitled to various forms of compensation, including but not limited to, disability compensation, loss of income compensation, and vocational rehabilitation support.

7. Return to Work or Termination:
If the employee is unable to return to their previous role due to the injury, the employer is obligated to provide suitable alternative work if possible. If the employment contract is terminated, the employee is entitled to additional compensation.

8. Ongoing Legal Compliance:
The employer must continue to comply with all legal requirements regarding the employee’s compensation, benefits, and any other entitlements as per the labor laws.

9. Potential Penalties:
If the employer is found to have violated occupational safety and health regulations, they may face fines, legal sanctions, and a negative impact on their reputation.

It’s important to note that the specifics of each case can vary, and the process may be subject to change with updates in Chinese labor law. Employers are advised to consult with local legal experts to ensure full compliance with the latest regulations.

Is it necessary to have a local director or legal representative for hiring employees in Philippines?

In the Philippines, it is not strictly necessary to have a local director or legal representative to hire employees, but it can be beneficial and is often required for certain business activities. Foreign companies typically engage a local Employer of Record (EOR) or a Professional Employer Organization (PEO) to manage the employment of staff in the Philippines. The EOR acts as the legal employer, taking on responsibilities such as compliance with local labor laws, payroll, tax, and benefits administration.

Having a local director or representative can also be advantageous for building business relationships, navigating local regulations, and managing operations more effectively. However, the specific requirements may depend on the type of business, the scale of operations, and the nature of the work being performed in the Philippines.

It’s important to consult with legal and HR experts who are familiar with Philippine labor laws and business regulations to determine the most appropriate structure for your company’s hiring practices and operations.

What is the annual paid leave entitlement for employees in Vietnam?

The annual paid leave entitlement in Vietnam is generally 12 working days for full-time employees. This is in accordance with the Vietnamese Labor Code. However, this can vary based on the specific terms of employment, collective bargaining agreements, or changes to the law.

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