Operate in Asia without a local company

EOR Asia provides solutions to operating a business in Asia without establishing a legal entity in Asia.

Operate in Asia without a local company

Interested in Asia’s market potential but concerned about the complexities of local business registration? EOR Asia offers a hassle-free path for your business to enter Asia, providing legal employment solutions without the need to establish a local company.

EOR Asia offers an extensive Employer of Record (EOR) solution, enabling companies to quickly gain a legal workforce in Asia without undergoing the process of setting up a local entity.

Advantages of not establishing a local company

Quick Market Entry

Gain swift access to the Asian market, bypassing the complex local entity establishment.

Regulatory Compliance

Ensure adherence to Asian employment and tax laws, reducing legal risk.

Financial Savings

Avoid high costs of local company creation and upkeep, such as real estate, personnel, and management overheads.

Concentrate on Core Business

Delegate HR and administrative duties to EOR Asia, allowing you to invest efforts into key operational areas for business expansion and innovation.

No Local Entity Required!

EOR Asia’s EOR services facilitate hassle-free market entry in Asia, handling complexities and enabling you to leverage the country’s opportunities.

Why EOR Asia?

EOR Asia, with a track record of decades in the industry, stands as a reliable provider of Employer of Record (EOR) services within Asia. We provide an all-encompassing solution designed to streamline the hiring and employee management process, ensuring adherence to local legal and regulatory frameworks.

Comprehensive HR Assistance

In addition to serving as your Employer of Record in Asia, we provide an extensive suite of HR services, delivered entirely in English.

Local Presence and Knowledge

A thorough comprehension of the local market trends, cultural subtleties, and customary business procedures.

Asia Payroll Service

All of our clients have access to our in-house payroll service for record keeping convenience.

Frequently Asked Questions

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.

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.

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.

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.

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.

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.

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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Our Offices

South Korea

25, Seolleung-ro 62-gil, Gangnam-gu, Seoul,06191, South Korea

Japan

1-chōme-8-1 Marunouchi, Chiyoda City, Tokyo 100-0005, Japan

China

Lujiazui Ring Road #501, Floor 5, Shanghai, Huangpu, China,200120

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Hong Kong, China

Suite 1501, 1 Hysan Avenue, Causeway Bay, Hong Kong

Taiwan, China

No. 8, Section 5, Xinyi Road, Da’an District, Taipei City 110, Taiwan

Macau, China

Rui do Dr. Sun Yat-Sen, NAPE, Macau SAR, China, 999078

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Philippines

6/F Net Lima Building, 5th Avenue cor. 25th St., Bonifacio Global City, Taguig, 1634 Metro Manila, Philippines

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Indonesia

Jl. Jend. Sudirman Kav. 52-53, Kebayoran Baru, Jakarta Selatan 12190, Indonesia

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Singapore

10 Collyer Quay #23-01, The Quayside, Singapore 049315

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Vietnam

33 Nguyễn Hue Boulevard, District 1, Ho Chi Minh City 700000, Vietnam

Bangladesh

House 55, Road 125, Gulshan 1, Dhaka 1212, Bangladesh

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India

Apollo Bunder, Colaba, Mumbai, Maharashtra 400001, India

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Thailand

999/86 Rama 1 Road, Pathum Wan, Bangkok 10330, Thailand

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