Employer of Record
services in Europe.
Backed by 20+ years of mobility expertise.

Yes. Every EOR case is backed by local immigration specialists and tax advisors. If your hire needs a work permit or visa, our immigration team assesses eligibility and coordinates a lawful route where suitable. If the role has cross-border tax or social security implications, our tax experts advise on the correct treatment — including A1 certificates, tax residency, double-taxation relief and shadow payroll where relevant.

We treat them as one connected workflow, not three siloed services. Employment contracts, work-permit conditions, tax residency and social security are aligned from day one, so nothing contradicts anything else — the classic failure mode when HR, an EOR vendor, an immigration lawyer and a tax firm all work in parallel. One case, one owner, one audit trail.

An EOR is a third-party organisation that legally employs workers on your behalf in countries where you don't have — or don't want — a local entity. xpath.global coordinates contracts, payroll, tax, social security and benefits with the eligible local employing entity. Your team directs work within the agreed lawful arrangement, with employer and any sponsor responsibilities clearly allocated.

Most countries run on a 5-day onboarding SLA from contract acceptance. Some jurisdictions with mandatory in-person steps, biometric appointments or specific authority approvals take longer — we'll confirm the realistic SLA upfront so there are no surprises.

In most cases, yes. Because there's no direct employment relationship on paper between the parent company and the employee, equity is typically granted as non-qualified stock options (NSOs) or the local equivalent. We coordinate with your legal and equity administrator to make sure grants are structured correctly for each country.

Every country has statutory benefits (health cover, pensions, paid leave, social security) that xpath.global administers automatically. On top of that, we offer supplementary packages — private health, life, wellbeing stipends — so you can match a local competitive market rate without cobbling providers together.

Termination in each country has its own rules on notice periods, severance calculations, accrued leave and social security deregistration. xpath.global manages the full off-boarding — legal notices, final payroll, statutory filings — so exits are as compliant as onboarding.

You do. Every xpath.global EOR contract includes strong IP assignment and confidentiality clauses (enforceable to local law) that pass all work product through to your entity. We can layer on NDAs and country-specific non-compete language where legally enforceable.

Yes, where local immigration, sponsor and labour-leasing rules allow. We assess the worker, role and actual employing entity before confirming an EOR + work-permit route, then coordinate eligible immigration and relocation support end-to-end under one case owner.

xpath.global manages the clean transfer of employment from EOR to your new local entity — continuity of service, statutory rights and benefits preserved. We've done it in 40+ countries; nothing breaks for the employee.

Contractors are self-employed — misclassifying full-time workers as contractors is a serious legal and tax risk in most jurisdictions. A payroll provider processes payments but doesn't assume legal responsibility, so you still need your own local entity. An EOR does both: xpath.global coordinates legal employment through an eligible local entity alongside payroll, taxes and benefits, subject to local employment and labour-leasing rules.

The entity named in the employment contract is the legal employer. xpath.global coordinates payroll, taxes, benefits and employment administration. Your team directs work within the agreed lawful arrangement; employer and any sponsor duties remain with the responsible entity, rather than transferring entirely to the client.

We shield you from the most common global employment risks: employee vs contractor misclassification, non-compliance with local labour law (contracts, working hours, termination rules), incorrect payroll tax filings or missed contributions, unmet benefits and leave entitlements, and IP or confidentiality gaps. Our in-country teams track evolving regulations in 20+ European countries.

Yes — one of the most common use cases. xpath.global drafts a locally compliant employment contract, enrols the person in payroll and benefits and manages the transition with minimal disruption. Where the country requires a formal end date for the contractor engagement first, we coordinate that too.

No — that's the point of an Employer of Record. xpath.global hires your international team through our own local entities and vetted partners, so you don't need to set up a legal presence country by country. You get the speed of hiring globally without the cost and complexity of incorporation.

Misclassifying full-time workers as independent contractors is one of the most expensive mistakes in global hiring. Authorities across Europe, LATAM and APAC assess factors like control, dependency and integration into the business. Consequences include fines, back-payment of taxes and social contributions, unpaid statutory benefits, employment claims and — in some jurisdictions — personal liability for directors. A properly structured EOR arrangement helps manage this risk through local employment contracts, subject to the applicable employment and labour-leasing requirements.

EOR pricing at xpath.global includes a one-time setup component (varying by country and role complexity) and a transparent monthly service fee per employee, linked to the scope of employment administration. Costs reflect country complexity rather than a flat rate — we share full pricing once your hiring plans and target countries are clear. No hidden mark-ups on salary, no surprise fees at renewal.

xpath.global delivers EOR services across 20+ European countries, including the UK, Germany, Spain, France, Italy, the Netherlands, Poland, Romania, Portugal, Ireland, Belgium, Sweden, Denmark, Finland, Austria, the Czech Republic, Hungary, Greece, Bulgaria and beyond. Every country is backed by local employment specialists — this page covers the EOR model overall; country-specific pages provide local employment details.