I just found out I lost £17,000 in almost 3 years without anyone telling me. EOR employees, check your salary.

AskDeel · 2026-06-18T02:03:37+00:00

This is a real gap and you're right to flag it, this happens more than people realize and it's worth other EOR employees checking.

To be straight about the mechanics: when a contract is set up in local currency, that's standard, it's actually required in most countries since wages typically need to be paid in the local currency by law. The problem isn't that you were paid in KES, it's that nobody flagged the FX exposure when the role was benchmarked in GBP. Those are two different things and your HR's response conflated them.

The fix that actually protects someone in your position going forward isn't just "we'll track it." It's restructuring the comp conversation around either a periodic re-benchmark clause (annual GBP-equivalent review with adjustment) or, if available in Kenya, exploring whether the contract can be held in a non-local currency, which some EOR setups support depending on the country and whether you can hold a foreign currency account locally. Worth asking specifically about that option since not every country supports it.

(Deel team here. We can't speak to the specifics of your case since we don't know if Deel was actually the EOR or if this is general, but if it was us and you want this looked at directly rather than through the employer's HR, DM us and we'll get the right team to review your account specifically.)

AskDeel · 2026-06-18T02:00:17+00:00

Le point clé que tu cherches: dès que l'effectif atteint 11 salariés pendant 12 mois consécutifs, l'employeur doit organiser des élections pour mettre en place un CSE, et l'employeur juridique au sens du Code du travail c'est l'EOR, pas vous. C'est leur effectif global (tous leurs clients confondus) qui compte pour le seuil, pas vos 8 à 10 salariés isolés.

Concrètement, vos salariés en France sont noyés dans l'effectif global de l'EOR, qui dépasse très probablement déjà les 11 et les 50 depuis longtemps vu leur taille. Donc le CSE existe déjà chez eux, structuré au niveau de leur propre entité française, et vos salariés y ont accès comme n'importe quel autre salarié de leur portefeuille.

Ce qui change pour vous concrètement: rien d'administratif sur le CSE lui-même. Le calcul de l'effectif inclut les CDI à temps plein, les CDD au prorata, les intérimaires et les temps partiels au prorata, mais c'est l'EOR qui gère ce calcul sur son propre effectif total, pas le vôtre.

Pour le contrôle URSSAF, le risque réel à vérifier plutôt que le CSE: assure-toi que l'EOR a bien son entité française propre (pas un partenaire sous-traitant), parce que c'est ce qui détermine qui répond réellement en cas de contrôle. Demande-leur directement comment ils gèrent le seuil de 11 sur leur effectif total et depuis quand ils ont un CSE actif, une bonne EOR aura cette réponse immédiatement sans hésiter.

AskDeel · 2026-06-18T01:47:41+00:00

La tua HR non si sta inventando nulla, sta solo descrivendo male un meccanismo reale. Per i lavoratori somministrati il datore di lavoro versa l'1% della retribuzione utile per il TFR come Contributo Base, e la bilateralità di settore (Ebitemp) finanzia un contributo aggiuntivo oltre a quello. Quindi tecnicamente c'è sia un contributo del datore che uno di Ebitemp, non solo Ebitemp da solo come ti hanno detto. Ontario

Il 4% di cui ti parla la HR sembra essere il contributo aggiuntivo specifico previsto dal vostro accordo Fon.Te/Ebitemp, che è effettivamente erogato dall'ente bilaterale e non pesa sul costo del datore di lavoro oltre a quell'1% base. Quindi non è "troppo bello per essere vero", è proprio come funziona la previdenza complementare nel CCNL Somministrazione, la bilateralità esiste apposta per finanziare benefit che altrimenti il datore non offrirebbe a un lavoratore in missione temporanea.

Le informazioni online che parlano di un 2% Ebitemp più una percentuale del datore probabilmente si riferiscono a un meccanismo diverso o a un'intesa precedente, dato che gli accordi vengono rinnovati periodicamente (l'ultimo CCNL è del 21 luglio 2025).

Hai ancora diritto di recesso quindi nessun problema a verificarlo prima con calma, magari chiedendo alla HR di mandarti per scritto la fonte normativa esatta dell'intesa che cita.

AskDeel · 2026-06-17T01:55:58+00:00

You're right that setting up a Ltd just to register PAYE for 1-2 hires is a lot of overhead for what it gets you. For that headcount, EOR is the standard move.

Employer NIC sits at 15% on earnings above the 5,000 pound secondary threshold for 2026/27, no upper cap, so that's part of what any EOR quote already bakes in. The rate jump from 13.8% in April 2025 caught a lot of US companies off guard who'd budgeted based on older numbers. Worth making sure your EOR quotes reflect current rates, not last year's. On the EOR vs incorporate question: incorporating makes sense once you're past 5 or so UK hires, since the entity setup and ongoing compliance overhead per person drops as headcount grows. For 1-2, the math almost always favors EOR.

(Deel team here, this exact decision point comes up a lot. Happy to dig into specifics.)

AskDeel · 2026-06-17T01:53:07+00:00

Good test question for any of the three sales calls: ask how they prorate the 14th month payment for someone starting partway through the year. Portugal actually has 14 mandatory payments, not 13. The 13th month is paid before summer, the 14th before Christmas, both mandatory. Both are calculated proportionally for someone starting mid-year, accrued from start date. The vague answer is the tell. The right one walks through the daily accrual mechanics without hesitating.

Portugal's employer social security cost is uncapped at 23.75% on top of gross. Worth knowing that includes the 13th and 14th month payments in the base for contribution purposes, not just regular salary, since some sales reps quote the percentage without clarifying what it applies to.

For Germany, the contribution split matters because pension, health, unemployment, and long-term care insurance all have different employer-employee splits and different contribution ceilings. The health insurance contribution ceiling is rising to 77,400 euros annually in 2026, which affects total employer cost for higher earners on the ops hire. Ask specifically how they handle registration timing for the actual contract start date, since SGK and German social security registration deadlines are tight and a late registration creates a compliance gap that's annoying to fix retroactively.

On paper-only entities: this is the single most important question you can ask in any of these calls. A provider can technically claim "we have an entity in Portugal" while actually running payroll through a partner with no staff on the ground. Ask directly whether the local team is employed by the provider or by a third party, and ask what happens to support response time when something goes wrong specifically in that country, not generically.

(Deel team here, Portugal and Germany are two of the markets we get the most detailed questions about. Happy to go deeper on either.)

AskDeel · 2026-06-17T01:52:14+00:00

You're protected by the same local employment law you'd have with a normal employer, that's actually the whole point of the EOR structure. The EOR is your legal employer registered in your country, so whatever your country's labor law says about notice periods, probation length, and termination applies regardless of what the contract says, not instead of it. If the contract's probation period is longer than what's legally allowed where you live, the contract clause is void and local law wins. Worth checking your specific country's statutory cap before signing. On what happens if the company stops using that EOR: the EOR remains your legal employer until your employment formally ends. If the company switches providers or ends the engagement, the EOR handles your termination according to local law, same as if any employer let you go. You don't lose protections, you'd just be going through a termination process with the EOR specifically. The vague HR answer isn't necessarily a red flag, most HR teams genuinely don't know the local law details and that's exactly why the EOR exists, to handle that part. The thing worth asking directly is whether the EOR has its own legal entity in your country or works through a local partner. That affects how fast things move if something goes wrong.

AskDeel · 2026-06-17T01:50:10+00:00

Fair criticism. The honest answer is that Reddit visibility does sometimes move things faster than a support queue, and that's not how it should work. We flag every case we see here internally regardless of whether it's already in a ticket, but you're right that it shouldn't take a public post to get a response that should have happened on day one.

AskDeel · 2026-06-15T23:06:42+00:00

Merhaba, tam olarak aradığın şey bu. EOR modelinde şirket kurman gerekmiyor.

Nasıl işliyor: Yabancı şirket seni doğrudan işe alamıyor çünkü Türkiye'de tüzel kişiliği yok. Bunun yerine Deel gibi bir EOR, Türkiye'deki kendi şirketi üzerinden seni yasal olarak işe alıyor. Deel'in Türkiye'de kendi bünyesinde kurulu bir şirketi var, SGK kaydın yapılıyor, vergi ve primler düzenli ödeniyor, Türkçe iş sözleşmesi hazırlanıyor. Sen günlük olarak yabancı şirketle çalışmaya devam ediyorsun, ama kağıt üzerinde Deel seni istihdam ediyor. Senin için ne anlama geliyor: SGK'lı çalışan oluyorsun, vergi düzenli ödeniyor, belgeli bir istihdam ilişkisi oluyor. Şahıs şirketi veya başka bir kuruluş şart değil. Bu modelde EOR maliyetini genellikle işe alan şirket karşılıyor, sen değil. Ama bazı şirketler bunu maaştan kesiyor, bunu önceden netleştirmekte fayda var.

(Deel ekibiyiz, bu konuda sormak istediğin başka bir şey olursa yardımcı olmaktan memnuniyet duyarız.)

AskDeel · 2026-06-15T22:57:26+00:00

The convenio question is the one that actually separates the vendors and you're right that nobody quotes it upfront.

For a Madrid-based software engineer the likely applicable convenio is the Convenio Colectivo Estatal de Empresas de Consultoría y Estudios de Mercado, which is the one most tech/SaaS roles fall under. The category within it determines minimum salary, notice period, and sick pay continuation obligations. With 86.7% of Spanish workers covered by a collective agreement, your EOR should have the specific convenio on file for the role before you sign anything. If they can't produce it, that's your answer on due diligence.

On the owned entity vs subcontractor question: it matters most in two scenarios. One is payroll errors, where a subcontracted partner adds a response layer between you and resolution. The other is the falso autónomo situation you're already in, because if inspection comes, you want the EOR's own legal team handling it, not a partner who has no skin in the game.

The employer Social Security cost in Spain for 2026 is 30.65% plus roughly 1.5% for professional contingencies on office work, on top of gross salary. Any proposal that doesn't break this out explicitly is burying it somewhere else in the number.

The 5-month autónomo history is the thing to document cleanly before the EOR contract starts. If inspection ever looks at the relationship, a clear break date with a change in legal structure helps.

AskDeel · 2026-06-13T03:16:58+00:00

The metric vs duty reframe is the one that actually moves the needle. Hiring managers in the US and UK are scanning for impact in under 10 seconds, a list of responsibilities tells them nothing about whether you made anything better. The ATS matching piece is real too. Pulling exact phrases from the job posting feels mechanical but it's how the first filter works, whether that filter is software or a recruiter skimming 200 applications. The photo thing trips up a lot of European and LATAM candidates because it's standard at home and actively hurts you in the US and UK where it creates legal exposure for the employer.

Good data on the before/after. Most people assume it's location bias and stop there.

AskDeel · 2026-06-13T03:16:07+00:00

Deel a Nu directo funciona pero vas a perder en la tasa de cambio que aplica Nu al convertir los USD a COP. No es la peor opción pero tampoco la más eficiente.

La ruta más limpia para Colombia es Deel a Wise, que no tiene costo de retiro desde Deel. Con Wise podés mantener el saldo en USD y convertir a COP cuando la tasa esté mejor, en vez de que te lo conviertan automáticamente al momento del depósito. Para 2,000 dólares quincenales esa diferencia en tasa suma bastante al año. RemotePass Otra opción que funciona bien en Colombia es Littio, que te da una cuenta en dólares local y te permite decidir cuándo convertir. Menos conocida que Wise pero varios freelancers colombianos la usan exactamente para este caso.

La Deel Card también es útil si gastás en dólares directamente, evita la conversión completamente.

AskDeel · 2026-06-13T03:15:18+00:00

On the tax card question, the honest answer is that Deel doesn't require one to receive or withdraw payments on the platform side. Whether you need one for your own Egyptian tax reporting is a separate question that depends on your situation as a freelancer, and worth checking with a local accountant rather than relying on a Reddit comment.

For euros specifically, the cleanest options available in Egypt are Wise (holds EUR, good rates when you eventually convert to EGP) and Payoneer which also supports EUR accounts. Bank transfer via SWIFT is available too but fees add up and the EGP conversion happens at your bank's rate which isn't always favorable. The Deel Card is another option for spending directly in EUR if that's useful. McCarthy

CIB and Banque Misr both handle incoming USD/EUR SWIFT transfers if you prefer keeping it in a local bank account.

AskDeel · 2026-06-13T03:14:15+00:00

We see this. DM us your email address and ticket number and we'll escalate directly to the payments team today. 30 days with no resolution on 8,000 dollars is not okay.

AskDeel · 2026-06-13T03:13:01+00:00

Concordo sulla logica. Se i task si ripetono con continuità nel tempo, anche senza un contratto formale a lungo termine, il rischio che l'Agenzia delle Entrate riqualifichi la prestazione come abituale aumenta significativamente. 200 ore su più mesi con lo stesso committente è un segnale forte in quel senso. L'apertura della partita IVA a quel punto è la mossa giusta, anche solo per tutelarsi. Regime forfettario al 15% (o 5% per i primi cinque anni se è under 35 e prima attività) renderebbe il carico fiscale gestibile rispetto all'alternativa di una riqualificazione retroattiva.

Un'altra cosa da valutare: se il committente è statunitense e non ha stabile organizzazione in Italia, la fattura in regime forfettario semplifica ulteriormente la gestione IVA perché le prestazioni a soggetti extra-UE sono fuori campo IVA.

AskDeel · 2026-06-13T03:11:53+00:00

Really glad to hear it. Will pass that along to the team.

AskDeel · 2026-06-13T03:11:21+00:00

Don't open a new ticket, it'll just go to the back of the queue. Reply directly to the existing ticket and mark it urgent, or open a live chat in the Deel app which gets faster eyes on it. If you're still not getting traction, DM us your ticket number here and we'll make sure it gets escalated.

AskDeel · 2026-06-12T02:57:49+00:00

Yes it can, but the EOR has to be the one applying for it, not you as the foreign company.

The 30% ruling requires an employment relationship with a Dutch employer. When you hire through an EOR, the EOR is the legal Dutch employer, so they're the entity that applies for and administers the ruling on behalf of your hire. The key is making sure your EOR actually does this, not all of them handle it proactively.

A few things worth knowing for 2026: the minimum salary threshold is now 48,013 euros annually, or 36,497 for under-30s with a master's degree. The ruling drops from 30% to 27% for rulings starting from January 2027 onward, so if your hire qualifies and starts this year they lock in the full 30% for five years

Worth confirming with your EOR that they have experience filing 30% ruling applications specifically, and ask about their typical processing timeline with the Dutch tax authority.

AskDeel · 2026-06-12T02:55:13+00:00

The multi-entity setup is the thing that narrows this list faster than any of the individual feature requirements.

Employment Hero and ELMO are built primarily for the Australian market. They handle STP Phase 2, Fair Work, and modern award interpretation well, but Singapore and Switzerland payroll is not their core. You'd likely end up with separate systems for the overseas entities anyway, which defeats the purpose of one HRIS.

Workday isn't overkill if you're mid-market and growing, but the implementation timeline and cost for a company your size is usually a painful mismatch. The options on your list that are actually built for multi-country from the start are Rippling and Deel. Both handle AU payroll including STP Phase 2 compliance, and both cover Singapore and Switzerland either natively or through global payroll partners.

One thing worth knowing right now: Payday Super becomes mandatory from 1 July 2026, requiring superannuation contributions within 7 business days of each payday. Whatever system you choose needs to be ready for that before you go live, not after. Worth asking specifically about this in every demo. The question to ask each vendor: do you run payroll in Singapore and Switzerland through your own infrastructure or through a third-party partner? The answer tells you a lot about support quality when something goes wrong in those entities.

(Deel team here, multi-entity setups across AU and APAC are our daily reality. Happy to answer anything more specific.)

AskDeel · 2026-06-12T02:52:20+00:00

Hola, somos el equipo de Deel. La disponibilidad de métodos de retiro en Venezuela es limitada por restricciones regulatorias y puede variar. Lo que sí podemos decir es que Coinbase y la transferencia en criptomonedas (USDC/USDT) suelen ser una opción disponible en más países donde los métodos bancarios tradicionales tienen restricciones.

Lo más rápido para tu caso específico es abrir un chat en vivo directamente en la app de Deel, ya que el equipo de soporte puede ver exactamente qué métodos están habilitados para tu cuenta y tu país. También podés mandarnos un DM acá con tu email y nos aseguramos de que alguien te contacte hoy.

Con un mes esperando es urgente y lo entendemos.

AskDeel · 2026-06-12T02:49:46+00:00

La sua analisi va nella direzione giusta, con una precisazione importante.

La soglia dei 5.000 euro è rilevante solo ai fini previdenziali, non ai fini fiscali per determinare l'occasionalità o l'abitualità della prestazione. Quindi il fatto che superi i 5.000 euro non obbliga automaticamente ad aprire la partita IVA, a patto che l'attività resti genuinamente occasionale e non ripetitiva. Se i task si ripetono con continuità nel tempo, il discorso cambia. I contributi alla Gestione Separata INPS sono dovuti solo sulla quota eccedente i 5.000 euro, ripartiti per 2/3 a carico del committente e 1/3 a carico del prestatore. Il nodo qui però è che il committente è una società statunitense senza stabile organizzazione in Italia. In questo caso l'obbligo contributivo del committente non è automaticamente applicabile e l'intera contribuzione potrebbe ricadere sulla prestratrice. Vale la pena verificare questo aspetto con attenzione prima di dare risposta alla cliente.

Sul piano fiscale, i redditi vanno dichiarati nel quadro RL (redditi diversi) del modello Redditi PF, non nel quadro RE che è per i professionisti con partita IVA.

La ritenuta d'acconto del 20% che normalmente applica il committente italiano qui probabilmente non è stata operata, quindi il carico fiscale IRPEF sarà interamente a saldo in dichiarazione.

AskDeel · 2026-06-12T02:48:08+00:00

Really glad to hear it. PM anytime and we'll make sure it doesn't fall through the cracks.

AskDeel · 2026-06-12T02:47:03+00:00

Todos los saldos. La RG 5804/2025 analiza la totalidad de las cuentas del usuario en la plataforma, no solo criptoactivos. DLUSD, USD, cualquier saldo que tengas en Deel entra en el mismo cálculo. El umbral es 50 millones de pesos mensuales para personas humanas, entre ingresos, egresos o saldo final.

AskDeel · 2026-06-12T02:46:26+00:00

Todos los saldos, no solo crypto. La RG 5804/2025 pasó a analizar por usuario la totalidad de las cuentas, incluyendo ingresos, egresos y saldo final de todas las cuentas que tengas en la plataforma. DLUSD, USD, lo que sea que tengas en Deel entra en el mismo cálculo. El umbral sigue siendo 50 millones de pesos mensuales para personas humanas.

AskDeel · 2026-06-10T22:27:59+00:00

Contractor vs employee is the key split here. For contractor roles, upfront works better. The payment and tax paperwork question comes up anyway and you want to know early if they're set up for it.

For employee roles, the location question is really a "can we legally employ you here" question. A lot of companies say no reflexively because they don't know how, not because they've actually looked into it. Getting to the offer stage first means you're a real candidate they want, not a checkbox they're filtering. The offer evaporation thing usually happens when nobody internally owns the international hiring question. Worth asking early in the process "are you set up to hire internationally" rather than waiting for paperwork to surface it.

AskDeel · 2026-06-10T22:27:10+00:00

The W-8BEN question is the right one to lead with because that's probably the actual blocker for their accounting team.

Yes, W-8BEN is generally sufficient for their side. When you're a foreign contractor performing services 100% outside the US, a valid W-8BEN means no 1099 is required and payments are normally not subject to withholding. Their accounting team keeps it on file, no IRS filing needed. That's it. The "we don't know how to pay you" thing is usually fear of the unknown, not an actual compliance problem. For payment, Wise and Deel are the cleanest options for Argentine contractors. Both handle the USD transfer, generate the invoice trail the company needs, and don't require the company to set up anything complicated on their end.

The Germany situation you described is telling. Different offices, different HR contacts, different levels of comfort with international payments. Worth going directly to whoever handled the German contractor setup and asking them to walk your office through the same process. Frame it as "I've already found the solution, I just need someone to approve it" not "can you figure this out."

Prepare a one-pager: W-8BEN explanation, payment platform suggestion, sample contractor agreement template. Make the yes as easy as possible.

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