structuring the severance in a way that saved the client tens of thousands. Such outcomes reinforce the value of an EOR that looks beyond process to people and brand. Clients’ queries increasingly extend into new areas. Employees ask about eligibility for tax exemptions, while HR leaders seek guidance on benefits equity across borders. Permanent Establishment (PE) risk is another common concern. Knowing when to provide guidance and when to refer clients to specialists is part of the skill set of a modern EOR. At the heart of this evolution is expertise. Account managers with years of international employment experience can immediately grasp complex issues, ask the right follow-up questions, and provide credible answers. By contrast, a purely transactional model - where queries are met with “we’ll find out” - falls short in a competitive market.
Technology still plays an important role. Self-service tools are efficient for routine tasks like booking meetings. But when issues are complex or sensitive, clients want direct access to knowledgeable professionals. The future of the industry lies in balancing digital platforms with human advisory support. Looking Ahead Over the next five to ten years, EORs are set to play a larger role in global workforce management. Providers will broaden their remit to cover not only traditional employees but also contractors and staff on client-owned entities. Managing entire workforces in this way will give EORs unique insights, enabling them to advise clients with even greater authority. Consolidation is likely too. With many providers currently in the market, roll-ups are
expected. Clients will become more discerning, looking beyond functional platforms to assess compliance, certifications, financial stability, and reputation. For new entrants considering their first EOR partnership, the advice is clear: define your needs, assess the complexity of your workforce, and do thorough due diligence. From Service Supplier to Trusted Partner The evolution of EORs mirrors the evolution of global work itself. The days of simple payroll processing are over. Today’s clients demand strategic input, cultural understanding, and proactive communication. Tomorrow’s leading providers will be those that combine technology with seasoned human expertise, offering not just a service, but a partnership that supports international growth.
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ISSUE 16 GLOBAL PAYROLL MAGAZINE
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