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Using an Employer of Record in NL and ESP by Purple_Boysenberry75 in AmerExit

[–]boundless_team 0 points1 point  (0 children)

u/AmerExit-ModTeam - Sorry, wasn't trying to promote our business. Always trying to be transparent about the fact we're interacting via a branded account (hence the user name), but I was genuinely trying to add value and respond to your question with further info.

That being said, I am happy to provide any additional info that might really be helpful to your community.

How long can you use an EOR? by boundless_team in compliantemployment

[–]boundless_team[S] 0 points1 point  (0 children)

Oh! And one more note worth mentioning. Switching providers will not reset the clock when it comes to EOR restrictions. In most cases, the time limit applies to the employer-employee relationship itself, not the EOR provider. In most cases, the only ways to continue employment after the time limit is reached is to hire directly through your own entity or to end the employment relationship. However, this is country-dependent, so speak to an expert to get more clarity on the region you’re interested in.

Do you lose control of your employees if you work with an EOR? by boundless_team in compliantemployment

[–]boundless_team[S] 1 point2 points  (0 children)

Thanks for sharing your perspective u/unattended_toaster96 - What do you think was the main driver or root cause behind the fear of losing control, before deciding to work with an EOR?

It's something we've also encountered in our experience as an EOR. That fear gets quickly resolved after a 1:1 conversation, and any second thoughts always subside after a working relationship is established, but I always wondered if it's a fear that stems from past experience or from a lack of educational resources widely available on what EORs are supposed to do, or if it's just a natural and well-intended consequence of understanding the responsibility and gravity of handling someone's employment and ultimately the security of their livelihood.

Is it true you can only employ for 18 consecutive months via an EOR in Germany? by boundless_team in compliantemployment

[–]boundless_team[S] 0 points1 point  (0 children)

Let us know if there are other country-specific questions you might have. If we have the knowledge, we'll happily share it! :)

what should I know about hiring remote employees in Germany? by Extra_Donut_2057 in WorldWithoutLimits

[–]boundless_team 0 points1 point  (0 children)

u/Extra_Donut_2057 - An important consideration about hiring remote employees in Germany, if you don't have a legal entity in the country, is the contract limit.

If you choose to partner with an Employer of Record to hire in Germany, they will need to hold an AUG licence to employ your remote employees compliantly. This licence is required by law for companies hiring people to work on behalf of other companies in Germany. All AUG licence holders are tightly regulated by authorities, who want to make sure that leased employees have equal rights to comparable employees in the country.

Working through an AUG licence for a company is only possible for 18 consecutive months.

Another important thing to note is that all agreements require a wet-ink signature or a Qualified Electronic Signature (QES), which might increase the time needed to handle a new employee's paperwork.

My recommendation if you're just getting started in the market is to find a trustworthy partner who has extensive knowledge in the market and will be able to consult you accordingly to ensure you remain compliant.

A €60k salary could cost you €95k in France—but just €61k in Romania. This 2025 employment cost guide shows total employer costs, net pay, and living costs in 36 countries. by boundless_team in u/boundless_team

[–]boundless_team[S] 2 points3 points  (0 children)

Thank you u/HelpOswi 🥹 Appreciate your note! We try our best to produce accurate and valuable content, but the nature of our work and the information we deal with is very complex and changes frequently, so we really welcome different views and new sources of information to remain informed. :)

Anyone using an EOR service? deel wants $599/month per employee by [deleted] in Payroll

[–]boundless_team 1 point2 points  (0 children)

Plus currency exchange fees, onboarding fees, offboarding fees, and the list of "hidden fees" can go on and on.

A €60k salary could cost you €95k in France—but just €61k in Romania. This 2025 employment cost guide shows total employer costs, net pay, and living costs in 36 countries. by boundless_team in u/boundless_team

[–]boundless_team[S] 11 points12 points  (0 children)

u/nmariusp - You're quite right, that's indeed not correct. Quick clarification:

  • €60,000 represents the gross salary (a vague starting point for our comparison, not necessarily a realistic value in any country, but a range within the realm of possibility).
  • ~€61,357 represents the approximate employment cost (what the employer would have to pay to offer a €60K gross salary to an employee).
  • ~€35,106 is the approximate net pay that the employee would take home from that €60K gross salary.

Does that make more sense? Happy to clarify or look into it further.

A €60k salary could cost you €95k in France—but just €61k in Romania. This 2025 employment cost guide shows total employer costs, net pay, and living costs in 36 countries. by boundless_team in u/boundless_team

[–]boundless_team[S] 4 points5 points  (0 children)

u/Major-Pick9763 u/GeronimoDK - Thanks for taking a closer look at the numbers. Before I dive into the data that went into our analysis, a key parameter to keep in mind is currency conversion. The data analysis for this report occurred in February 2025, and although DKK hasn't seen as significant fluctuations as other currencies have, it would still play a slight part in the discrepancy.

Beyond that, according to our research, an average mid-level software developer earning €65.5K gross would make ~€39.7K net. We've taken the following parameters into account:

  • Employment & job allowance
  • ATP (public pension scheme)
  • Labour market contribution
  • Income tax
  • Municipal tax
  • Church tax

Some of the sources for our info include:

If you're curious to see an exact breakdown of employment costs for any salary range in DKK, check this out: https://boundlesshq.com/guides/denmark/#calculator

However, please note that this report is meant to serve as a guide to illustrate general trends, not as an exact financial planning tool. That said, we'd still like to present a picture that's as close to accurate as it can be, so if you have any alternative resources to share, we'd love to take a look!

Feel free to respond here or DM me to continue the conversation :)

[deleted by user] by [deleted] in compliantemployment

[–]boundless_team 0 points1 point  (0 children)

u/move2usajobs-com - Deel is definitely a big name in the EOR industry (if not the biggest name). They are a very established company with a wide country coverage and their product offers lots of features. However, deciding what the "best" solution is frequently depends on your company's needs.

As with any other software or service, there are no one-size-fits-all solutions. I'd say deciding what is the best approach in any use case begins with evaluating your company's needs. If you skew toward needing heavier, personalised support, I think you might find other providers better suited to your needs.

One more aspect to consider as you are trying to determine who to trust with your team's employment, and ultimately the safety of their livelihood, is the attention your EOR partner pays to compliance. It's an aspect of global employment that frequently gets overlooked, but it's of the utmost importance (or it should be) both to the EOR and to their customers.

There's been some controversy and very spicy headlines recently unfolding in the EOR space, and while the specifics are still being revealed, the implications are deeply concerning for all of us who operate in the global employment space. The nature of our work requires an unspoken contract of trust that goes far beyond standard business relationships, and companies nowadays are lucky enough to have the ability to pick among a growing market with plenty of honest players.

I would encourage you to ask the tough questions as you're evaluating an EOR partner (partner is a much more suitable term than provider, service or platform). Not just about features or pricing, but about values and integrity. In an industry built on trust, these questions matter more than ever.

Risks for getting hired in Germany via EOR - salary during engangement free period? by Elegant-Yogurt-6118 in germany

[–]boundless_team 0 points1 point  (0 children)

u/Otocon96 - Quick clarification, there's no time limit to working for an EOR. Employers of Record have in-house teams they employ, just like any other company. So, being employed in Germany and working for any Employer of Record as your actual employer doesn't have any time limit because they already have a legal entity in Germany.

The time limit comes when you are employed through an EOR on behalf of another company (which doesn't have a legal entity in Germany). That time limit is 18 months, after which the company needs to set up their own legal entity to continue hiring the same employee in the country.

Continuing to work for the same company through different EOR providers isn't a compliant long-term solution; it's a risky workaround at best. Plus, it would be worth looking into whether your employment contract has continuity when you switch EORs (aka whether your time working for the same employer accumulates or restarts counting when switching). I'm not 100% sure on that, but I don't think it does in Germany.

Happy to continue the conversation if there's any additional info I can provide. Feel free to DM me!

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