Payroll&Benefits - EOR Asia

Payroll & Benefits in Asia

Outsource your payroll and mandatory benefits in Asia.

Our Reliable Payroll Management

Trusted Payroll Management in Asia

Reliable administration of payroll operations in Asia, safeguarding the confidentiality and precision of your data. We adhere to current regulations to deliver punctual payroll services.

Our services encompass the oversight of compulsory contributions including housing funds, unemployment insurance, maternity benefits, work injury compensation, medical insurance, and retirement pensions.

Service Details: Payroll Process

Client Onboarding

A personal account manager is designated for each client.
The client gathers necessary materials.
EOR Asia presents policies and an online portal.
Onboarding documents are established, including:
- Work calendar
- Routine processes: monthly, annual, and staff onboarding/offboarding
- Standard templates: employment agreement, payment notification, data exchange form, staff registration form
- Additional benefits and salary framework
The client’s payroll policies and templates are integrated into the EOR Asia system.
EOR Asia is furnished with individual and payroll specifics for each employee by the client.
EOR Asia inputs the employee data into the system.
Access to the online portal is provided to the client and their employees.

Monthly Processing

EOR Asia informs clients about any updates in government regulations.
Clients notify EOR Asia of any alterations in compensation packages.
EOR Asia issues a payment notice to the client.
The client reviews and settles the payment notice.
.Salary paid to employee/s
Mandatory benefits and individual income tax paid for for the staff.
The online portal is refreshed with the latest information.

Year-end Processing

The client and EOR Asia agree on the work calendar for the upcoming year.
EOR Asia sends an annual salary report, which includes information on offboarded employees, to the client.
The client verifies the annual salary report.
EOR Asia forwards the revised report to the government authorities.
The government issues updates to the social security and housing fund policies.
EOR Asia informs the client about the latest changes in government policies related to social security and housing funds.
EOR Asia incorporates the newly updated policies into its system.
Upon request, EOR Asia deletes the data of offboarded employees from the system.

Client Offboarding

The client issues a service termination notice.
The client and EOR Asia agree on the process for transferring accounts, materials, and information.
Both the client and EOR Asia establish an offboarding plan for the employees, involving their resignation.
EOR Asia provides the client with a final payment notice that includes any historical balances.
The client verifies and completes the final payment.
EOR Asia delivers the accounts, materials, and information to the client.
EOR Asia returns any remaining deposit balance to the client.

Manage Benefits, Bonuses, and Taxes with Ease

Our Payroll Service

Our Payroll Service allows all EOR Asia clients to manage their payroll records securely through our online portal.

Detailed Social Contribution Summary
Clear Income Tax Calculation
Accessible Pay-slip Records
Organized Service Invoices
Up-to-Date Employee Labor Contract Info
EOR Asia Account Manager Support

Payroll Calculations & Gov Compliance:

Payroll Updates:

The social insurances

Essential Social Benefits in Asia:

Our payroll management covers key social benefits in Asia, including pension, medical insurance, and housing funds.

Avoiding the HR Bureau

Navigating HR Regulations:

In Asia, following wage and hour regulations is vital for preventing legal issues and financial penalties. EOR Asia takes care to meticulously log and arrange all payroll processes, ensuring clarity and compliance.

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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