Recruitment Insights Archives - Leap29 We’re your global talent and growth partner Wed, 09 Jul 2025 15:27:16 +0000 en-GB hourly 1 https://wordpress.org/?v=6.7.2 https://www.leap29.com/wp-content/uploads/2024/09/cropped-Group-1041-1-32x32.png Recruitment Insights Archives - Leap29 32 32 EOR Services For Mergers & Acquisitions (M&As) https://www.leap29.com/eor-services-for-mergers-acquisitions/ Wed, 09 Jul 2025 15:27:13 +0000 https://www.leap29.com/?p=23375584 When working internationally, it is important to know a full breakdown of the employee costs.

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Mergers and acquisitions (M&As) can be an effective strategy for businesses to grow and achieve strategic objectives. However, when mergers involve companies across different countries, the added complexities of international law, employment regulations and global recruitment can make the process significantly more challenging.

What are the benefits of using an EOR service to support your merger or business acquisition? 

Using an Employer of Record (EOR) service during a merger or business acquisition offers several benefits that can help reduce financial overheads, ensure global compliance and reduce risk. 

Here are some of the key benefits Leap29 EOR services can provide for mergers and acquisitions:

  1. Reduced Costs – During mergers or acquisitions, there is often a requirement to employ staff in additional countries, depending on where the offices are located. This can come with additional costs if payroll teams are required to do this. Consolidating this using one EOR company can help streamline and reduce the financial burden. 
  1. Employee Integration – EOR services can help bridge cultural, contractual and logistical gaps, making it easier to unify workforces across different regions and maintain employee engagement during periods of change.
  2. Risk Minimisation – Mergers often bring uncertainty and compliance risks. An EOR acts as the legal employer, absorbing many of the liabilities related to employment and helping you avoid misclassification, tax penalties or contractual disputes. Even in a short-term period of transition, this can help make the process smoother and, most importantly, risk-free.
  3. Faster Market Entry – An EOR service enables you to establish a presence in new countries without setting up a local legal entity. This accelerates integration timelines and reduces delays in onboarding employees after an acquisition.

Why should you use Leap29 as your EOR provider during a merger or acquisition? 

With over 25 years’ experience supporting businesses across sectors like Aerospace, Medical & Healthcare, Transport & Logistics, Technology, Education and more, we understand the realities of international employment and know how to handle complex global expansion challenges. 

During a merger or acquisition, you may require a temporary solution to bridge the gap while establishing a legal entity in a specific country or determining your long-term strategy. We have extensive experience providing this type of support.

Call us on +44 (0) 20 8129 6860 or email us at expansion@leap29.com – Let’s talk today about how we can help you switch EOR provider.

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The Risks of Permanent Establishment (and How to Avoid Them) https://www.leap29.com/permanent-establishment-risk/ Wed, 09 Jul 2025 15:07:01 +0000 https://www.leap29.com/?p=23375579 When working internationally, it is important to know a full breakdown of the employee costs.

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Expanding into new markets is an exciting step for any business. Whether you’re hiring international talent, testing a new region, or scaling fast, there’s a lot to gain. But there’s also a hidden risk that catches many companies off guard: Permanent Establishment (PE).

If you’re operating in a country without a registered entity, even unintentionally, you could be exposed to unexpected tax liabilities, compliance issues and legal complications. The good news? These risks are avoidable, with the right support in place from day one.

What Is Permanent Establishment?

Permanent Establishment is a tax concept that applies when a company has a significant presence in a foreign country, whether through employees, sales activity, or fixed assets, without having officially registered a local entity.

If local authorities determine that you’ve created a permanent establishment, your business may be liable to:

  • Corporate income tax in that country
  • Backdated tax obligations, interest and penalties
  • Local employer contributions and payroll registrations
  • Increased scrutiny from tax authorities

PE risk can arise even without a physical office. Something as simple as hiring a remote employee, running a long-term project, or engaging a local contractor could trigger tax residency in the eyes of a foreign government.

The Real-World Risks of Getting It Wrong

The problem isn’t just a financial one. An unexpected PE assessment can disrupt your expansion plans, damage your reputation, or even force your hand into rushing to retroactively register and comply.

Companies that fail to manage their international presence carefully run the risk of facing:

  • Fines and enforcement action
  • Delays to hiring or project delivery
  • Reputational damage in local markets
  • Time-consuming legal and tax disputes

Expanding without the right structure can, in many ways, open a regulatory can of worms if you aren’t careful.

Why You Need Expert Entity Support

Setting up and managing legal entities across different countries is complex, even for the most experienced HR professionals. You’ll need to:

  • Choose the right entity type for your goals
  • Register for corporation tax, payroll and social security
  • Stay on top of local reporting and governance obligations
  • Run a compliant payroll that meets country-specific requirements
  • Navigate local HR expectations, from employment contracts to benefits

Doing all this in-house, especially across multiple countries, can drain your internal resources and create unnecessary risk. Why not leave that to the professionals?

How Leap29 Makes It Simple

Leap29 combines a global perspective with local expertise to guide you through the entire entity setup process. We offer tailored solutions for all situations, so whether you need help establishing a new entity or managing an existing one, our services and expertise will guide you through the process.

From tax and payroll to employment law and HR, Leap29’s compliance-first approach ensures your operations are fully aligned with local requirements. Working with a dedicated adviser, we’ll recommend the right structure for your company, spot risks early and handle every detail, so you can focus on growing your business.

With over 25 years’ experience helping companies expand into new markets, we know how to set you up for success without the stress.

Don’t Let PE Risk Derail Your Global Plans

If you’re hiring internationally or expanding into new markets, don’t leave compliance to chance. Get the structure right from day one with Leap29’s Entity Services.

Call us today on +44 (0) 20 8129 6860 or email expansion@leap29.com.

Leap29 makes global expansion straightforward and permanent establishment risk one less thing to worry about.

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Leap29’s Guide to Changing EOR Provider https://www.leap29.com/leap29s-guide-to-changing-eor-provider/ Wed, 09 Jul 2025 14:57:19 +0000 https://www.leap29.com/?p=23375574 When working internationally, it is important to know a full breakdown of the employee costs.

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A step-by-step plan for a smoother, smarter EOR switch

If you’re reading this, there’s a good chance your current Employer of Record (EOR) provider isn’t meeting expectations. Maybe the service feels impersonal, support is slow, or compliance is becoming a risk. Perhaps your business is growing and your current setup just can’t keep up.

Whatever the reason, switching EOR providers is not only possible – it’s often the best decision for long-term growth, global compliance and employee satisfaction. Here’s Leap29’s definitive guide to making the change with clarity and confidence.

Step 1: Know When It’s Time to Switch

Before taking action, take a moment to recognise the red flags:

  • Unclear pricing or hidden charges
  • Slow response times and lack of local expertise
  • Compliance risks due to outdated or generic advice
  • Inefficient onboarding is causing delays in hiring
  • Employee dissatisfaction with payroll or benefits

If one or more of these sound familiar, you’re likely being held back by your current provider. It’s time to do something about it.

Step 2: Understand the Benefits of Switching

Changing Employer of Record isn’t just about fixing what’s broken. You want a provider that will deliver improvements to all aspects of your EOR services. With the right partner, you can expect:

  • Clearer cost transparency
  • Faster, more efficient onboarding
  • Dedicated, knowledgeable customer support
  • Stronger global compliance management
  • A scalable partnership aligned to your long-term growth

Switching EOR provider shouldn’t be seen as a “job”, but rather as a means to unlock cost savings, smoother operations and complete peace of mind.

Step 3: Shop Around and Evaluate the Market

When scouting out a new EOR provider, we recommend that you look for:

  • Proven experience managing EOR transitions
  • Transparent pricing with no hidden costs
  • Deep local knowledge in your target countries
  • Positive client case studies
  • A tailored, human-first approach – not just ticket-based support

Leap29 has a proven track record of helping clients like Samotics successfully switch from underperforming providers across multiple countries, reducing their costs and simplifying their operations in the process.

Step 4: Prepare to Switch – What the Process Looks Like

A structured approach makes all the difference. Here’s how Leap29 handles a typical EOR transition:

  1. Discovery: We assess your current provider, pain points and requirements
  2. Project Planning: We build a detailed transition plan with key timelines
  3. Stakeholder Briefing: We align with your internal teams and external contacts. You will be introduced to the people who will be managing your account on a day-to-day basis going forward, not just a slick sales team
  4. Employee Communication: We support your workforce with clear messaging and interact personally with each employee
  5. Onboarding & Offboarding: We manage handovers, contracts and compliance, as well as ensuring that payroll and HR experts are available to answer any queries
  6. Payroll & HR Testing: We run checks before going fully live
  7. Go Live: Your new EOR setup takes effect with minimal disruption

Every step is handled with care, expertise and full visibility.

So, Why Switch EOR Provider to Leap29?

With over 25 years’ experience supporting businesses across sectors like Aerospace, Medical & Healthcare, Transport & Logistics, Technology, Education and more, we understand the realities of international employment and know how to handle global expansion challenges. Most importantly, though, we know how to fix what isn’t working.

Our team combines technical expertise with a human touch. We don’t hide behind ticketing systems or leave your employees in the dark. Instead, we opt to guide, support and deliver outstanding expansion services – from first call to full onboarding.

Let’s Make the Switch Simple

Changing EOR providers doesn’t have to be stressful. With Leap29, it’s structured, supported and smoother than you may think.

Call us on +44 (0) 20 8129 6860 or email us at expansion@leap29.com – let’s talk today about how we can help you switch EOR provider.

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Saudi Arabia’s Giga Projects: A Signal for Global Business Expansion https://www.leap29.com/saudi-arabia-giga-projects/ Tue, 17 Jun 2025 08:10:57 +0000 https://www.leap29.com/?p=23375469 When working internationally, it is important to know a full breakdown of the employee costs.

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Saudi Arabia is in the middle of a major economic shift, and its giga projects are leading the charge. These huge, ambitious, government-backed developments are designed to transform whole sectors and regions. For international companies thinking about expansion, they’re not just eye-catching headlines – they’re clear signs that the time to act is now.

What Are Giga Projects?

Giga projects are massive government-funded developments created to help Saudi Arabia move beyond its reliance on oil. Backed by the Public Investment Fund (PIF), they cover a wide range of sectors including tourism, technology, sport, sustainability and infrastructure. These aren’t theoretical concepts either – they’re underway now, with significant milestones already reached.

NEOM

Saudi Arabia’s most high-profile project, NEOM is a $500 billion city being built entirely from scratch in the temperate northwest of the Kingdom. More than just a city, NEOM is an entirely new model for sustainable living, innovation and enterprise. It includes:

  • THE LINE: A 170km long linear city with no cars, roads or emissions. It will run on 100% renewable energy and accommodate 9 million people. Its design prioritises health, nature and connectivity, with everything you need within a five-minute walk.
  • Trojena: A mountain destination offering the Gulf’s first outdoor ski experience. Located 2,600m above sea level, Trojena will feature winter sports, luxury resorts, stargazing, adventure activities and state-of-the-art wellness centres.

The NEOM project is currently employing 140,000 workers, with projections to reach 200,000 in 2025, across 15 diverse sectors, including energy, biotech, tourism, media, mobility, food and sport – all aimed at attracting global investment and talent.

Qiddiya

Positioned south-west of Riyadh, Qiddiya is set to become Saudi Arabia’s capital of entertainment, sports and culture. Attractions will include:

  • Six Flags Qiddiya City and Aquarabia water park
  • A Jack Nicklaus Championship Golf Course
  • A dedicated Gaming and Esports District
  • International sports arenas, racetracks and performing arts venues

With an expected 48 million visits annually and 325,000 new jobs created, Qiddiya is a bold bet on the spending power and interests of the Kingdom’s youthful population, and aims to entice tourists from across the globe to experience Saudi’s spin on entertainment.

Red Sea Global

Red Sea Global is developing a string of regenerative tourism destinations along the west coast, with an emphasis on sustainability and ecological preservation. Projects include:

  • The Red Sea: Featuring 50 resorts and over 1,000 residential properties by 2030, this development has been limited to preserve 75% of the area’s islands.
  • AMAALA: A wellness-focused destination with a strong conservation mission, which includes the Corallium Marine Life Institute, world-class resorts and a luxury marina village.

The first resorts are already open, with more coming throughout 2024-2025. The Red Sea project alone aims for a 30% net conservation benefit by 2040.

These giga projects aren’t just reshaping cities – they’re building entirely new ecosystems that are hungry for partnerships, innovation and expertise.

A Once-in-a-Generation Market Shift

Giga projects sit at the heart of Vision 2030, Saudi Arabia’s national plan to diversify the economy, open up to foreign investment and empower the private sector. The aim is clear: become a global business and tourism hub.

Despite many of these projects still being years away from completion, there are already signs that things are moving in the right direction. Unemployment for Saudi nationals fell to 7% by the end of 2024, down from 7.8% the year before. The non-oil economy is growing steadily, fuelled by surging demand in real estate, hospitality, infrastructure, clean energy and technology. Crucially, these projects need partners: engineers, developers, consultants, manufacturers, IT specialists, hospitality brands and more.

For international businesses, this means access to:

  • Multi-billion-dollar public and private investment
  • A young, rapidly growing population
  • Fast-track business licensing and special economic zones
  • Major demand for innovation, skills and services

Why Businesses Should Pay Attention

Saudi Arabia isn’t just funding these giga projects – it’s inviting the world to help build them. Whether your company works in construction, healthcare, manufacturing, renewable energy or tech, there are clear, growing opportunities.

Expansion here also gives you:

  • First-mover advantage in one of the fastest-growing emerging markets
  • Access to long-term government contracts
  • A base in a region strategically located between Europe, Asia and Africa
  • Supportive infrastructure including international airports, digital networks and transport links

The scale and ambition of these developments are rare. Businesses that move early will be better positioned to win work, build partnerships and grow market share.

How Leap29 Can Support Your Expansion

Expanding into markets such as Saudi Arabia comes with challenges – from navigating local regulations to sourcing talent and ensuring compliance. That’s where Leap29 comes in.

We help businesses set up and scale in Saudi Arabia through our on-the-ground expertise and end-to-end workforce solutions. Whether you need short-term support or long-term infrastructure, our services include:

We work closely with licensed local sponsors to ensure your expansion is fast, effective and fully compliant with Saudi labour laws. If you’re ready to explore the Saudi market, we’re ready to help you make it happen.

If expansion into Saudi Arabia is on your radar, now is the time to act. Leap29 is ready to support you every step of the way.

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Construction Recruitment in Saudi Arabia: What Employers Need to Know https://www.leap29.com/construction-recruitment-in-saudi-arabia/ Fri, 30 May 2025 09:21:32 +0000 https://www.leap29.com/?p=23375408 When working internationally, it is important to know a full breakdown of the employee costs.

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Saudi Arabia’s construction industry is booming. From megaprojects like NEOM and The Line to a surge in infrastructure, housing and tourism developments, the country’s ambitious Vision 2030 agenda is transforming the landscape – quite literally. As demand for skilled professionals rises sharply, employers are under mounting pressure to scale their business to meet these needs, all whilst recruiting quickly and compliantly.

Why Construction Recruitment is Crucial in Saudi Arabia

Contract recruitment involves hiring professionals on a fixed-term basis to fulfil specific project or business needs. In construction, where timelines are tight and requirements change from one phase to the next, contract hiring offers recruiters the flexibility to scale up or down as needed, all without the long-term obligations that come with permanent roles.

The need for experienced professionals across planning, engineering, project management and site operations has never been higher in Saudi Arabia. Recent Saudi labour market data shows growth across non-oil sectors, with construction playing a central role. Saudi nationals are being prioritised under Saudization (Nitaqat), but the demand for international expertise remains strong, particularly in specialist roles.

With Vision 2030 driving investment into infrastructure, tourism and smart cities, Saudi Arabia’s construction sector is one of the country’s biggest employers – and contract recruitment helps employers keep pace with fast-moving developments.

Hiring Construction Contractors: Saudi Legal and Regulatory Requirements

Saudi Arabia’s Labour Law allows for fixed-term contracts, which must clearly state the job scope, contract length and terms of termination. This is important for construction projects, as roles often vary in length and complexity.

There are additional regulations to consider when hiring expat contractors. The Saudization system sets quotas for Saudi national employment, meaning companies must balance international hires with local talent. Failing to comply can result in penalties or restrictions on future hiring.

This is where having the right recruitment partner makes a real difference, especially one with experience navigating Saudi employment law and managing compliance end-to-end.

Sponsorship, Iqamas and Construction Contractors

Foreign workers in Saudi Arabia need both a work visa and an iqama (residency permit). They can’t sponsor themselves, so either the hiring company or a licensed third-party provider must take on that responsibility.

This is where Workforce Management Services come in. Partners like Leap29 handle the onboarding and compliance of workers in different countries on your behalf. This means your business can access the talent it needs quickly, without taking on the full burden of immigration and legal administration.

Why Contract Recruitment Works in Construction

Construction companies in Saudi Arabia are increasingly using contract recruitment for many practical reasons:

  • Speed of hire – Contractors can often be sourced and onboarded faster than permanent staff.
  • Specialist expertise – Employers can access professionals with hard-to-find skills for specific projects or sectors.
  • Cost control – Companies only pay for the duration and scope of the work, with fewer long-term commitments.
  • Flexibility – Recruiters can scale their workforce up or down in response to business needs or seasonal peaks.

It’s an especially effective approach for industries dealing with large-scale, fast-paced development, such as the numerous megaprojects in Saudi Arabia, the country’s ongoing tourism expansion and new tech infrastructure.

Challenges in Construction Recruitment

Construction recruitment in Saudi Arabia is not without its own challenges and risks:

  • Compliance risks – Obtaining visas, contracts and onboarding incorrectly can lead to substantial fines and/or delays.
  • Cultural differences – Expat’s communication or working styles may vary from those of native Saudi workers.
  • Workforce integration – It takes careful planning to ensure expats fit well into established teams and processes,
  • Human Resources – are your HR processes tailored sufficiently to meet the needs of Saudi Arabian employees?

These challenges highlight the importance of working with a recruitment partner that has local expertise and a robust legal framework.

How Leap29 Supports Construction Recruitment in Saudi Arabia

Leap29 aids construction firms of all sizes with sourcing, onboarding and managing contract workers across Saudi Arabia. Our services include:

We work with licensed local partners and stay fully up to date with Saudi labour law, so you can be confident your workforce is fully compliant from day one.

Need Support with Construction Recruitment in Saudi Arabia?

Whether you’re building out your project team in Saudi Arabia for the first time or scaling up, Leap29 can help you hire quickly, compliantly and with confidence.

Get in touch with our team today on +44 (0) 20 8129 6860 or email ksa@leap29.com to explore your Workforce Management options in Saudi Arabia.

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Saudi Arabia Iqama Visa Guide for Foreign Nationals https://www.leap29.com/saudi-arabia-iqama-visa-guide-for-foreign-nationals/ Fri, 23 May 2025 10:21:32 +0000 https://www.leap29.com/?p=23375401 When working internationally, it is important to know a full breakdown of the employee costs.

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For foreign nationals planning to live and work in Saudi Arabia, understanding the Iqama visa system is essential. An Iqama is far more than a simple permit – it’s your key to employment, residency and access to public services in the Kingdom. While Leap29 does not provide Iqama sponsorship directly, our Workforce Management solutions support companies and professionals in navigating the Iqama application and compliance process.

In this FAQ guide, we address the most common questions around the Iqama application, Iqama visa cost and employer sponsorship, with practical insights for both employers and foreign workers.

What is an Iqama?

An Iqama is a residence permit issued by the Saudi Ministry of Interior to foreign nationals working in the Kingdom. It functions as both a work permit and identification card, authorising legal residence and employment.

It is a stiff, rectangular ID card that includes key information such as your name, nationality, job title, employer (sponsor) and Iqama number.

Why is the Iqama important?

The Iqama is your primary form of identification in Saudi Arabia. Without it, you cannot:

  • Work legally
  • Open a bank account
  • Obtain a SIM card
  • Rent housing
  • Access medical services
  • Stay in the country for more than 90 days

It’s illegal to work in Saudi Arabia without an Iqama that lists your current employer as the sponsor. Failure to obtain or renew your Iqama can result in fines, deportation, or detention.

How do you apply for an Iqama?

The Iqama application must be submitted by your employer (sponsor) within 90 days of your arrival in Saudi Arabia. Here’s a typical breakdown of the process:

  • Secure a work visa before travelling to Saudi Arabia.
  • Arrive in Saudi Arabia and undergo a medical exam.
  • Your employer submits the Iqama application through the Ministry of Interior’s system.
  • You attend a biometric appointment (fingerprints and photos).
  • If approved, your Iqama card is issued.

Leap29 supports companies in coordinating these steps through our Workforce Management services, ensuring their employees are fully compliant with local employment law.

What is the difference between a work visa and an Iqama?

A work visa allows you to enter Saudi Arabia for employment purposes. Once you arrive, your employer must apply for an Iqama, which grants you legal residency and the right to work.

In simple terms:

Work visa = entry

Iqama = stay and work

What does Iqama sponsorship mean?

Iqama sponsorship means that a Saudi employer takes legal and administrative responsibility for a foreign employee. Only registered Saudi companies or organisations with proper licences can sponsor foreign workers.

Your employer must apply for your Iqama, manage renewals and is typically responsible for associated costs and documentation.

While Leap29 does not act as a sponsor, we help companies manage the employment of sponsored workers, ensuring they meet local regulatory requirements through services such as Payroll Management, Manpower Supply and RPO.

How long does it take to get an Iqama?

After arriving in Saudi Arabia, it usually takes 1 to 3 months to receive your Iqama – assuming your documentation and medical tests are in order. Delays can occur if information is missing or incorrectly submitted.

Leap29 helps our clients ensure their workers are fully prepared before arrival, avoiding costly setbacks and compliance risks.

How long is the Iqama valid and how do you renew it?

Iqamas are usually valid for one year, though two-year options exist for some employees. Your employer is responsible for renewing your Iqama before it expires. Failing to do so can lead to fines or loss of legal residency.

Key reminders:

  • Always carry your Iqama.
  • Ensure your employer (sponsor) listed on the card is current.
  • Renew your Iqama early to avoid disruption.

What happens if your Iqama expires or is lost?

Working or staying in Saudi Arabia without a valid Iqama is a serious offence. Penalties include:

  • Fines (starting at SAR 500)
  • Detention or deportation
  • Employment bans

If your Iqama is lost, report it immediately to your employer and the Ministry of Interior. A replacement must be requested as soon as possible.

Can you transfer Iqama sponsorship?

Yes, but only with approval from:

  • Your current sponsor
  • Your new employer
  • The Saudi Ministry of Human Resources and Social Development

Transfers must be documented officially, and the new employer must meet legal requirements to sponsor foreign nationals.

Leap29 helps businesses manage these transitions by supporting employee onboarding, legal coordination and payroll continuity.

Does my employer keep my passport?

It is common for sponsors in Saudi Arabia to retain the employee’s passport, while the employee holds the Iqama. This is partly for administrative reasons, but there are guidelines under Saudi labour law that prohibit employers from doing so without employee consent.

How can Leap29 help if we’re hiring talent in Saudi Arabia?

While we do not act as a sponsor, Leap29 offers Workforce Management services that streamline the hiring and employment of foreign nationals with valid Iqama sponsorship through their employer.

Our support includes:

Whether you’re entering the Saudi market or growing your existing team, we ensure you stay compliant while focusing on what matters most – building a strong workforce.

Ready to expand your workforce in Saudi Arabia?

Leap29 makes it easier to hire, onboard and manage foreign workers in the Kingdom – without the need for a local entity. From payroll to compliance, we work alongside your in-country sponsor to make the Iqama process seamless.
Get in touch with our team today on +44 (0) 20 8129 6860 or email ksa@leap29.com to explore your Workforce Management options in Saudi Arabia.

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The Hidden Benefits of Switching EOR Providers https://www.leap29.com/the-hidden-benefits-of-switching-eor-providers/ Fri, 09 May 2025 13:24:55 +0000 https://www.leap29.com/?p=23375346 When working internationally, it is important to know a full breakdown of the employee costs.

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When businesses think about switching EOR providers, it’s usually because something has gone wrong – slow response times, unclear fees, or compliance concerns. But even if your current Employer of Record (EOR) provider seems “good enough,” the reality is that making the switch can unlock significant benefits you may not even realise you’re missing out on.

If you’re considering whether to change EOR provider, here are some hidden advantages that could transform your global hiring strategy.

Better, More Responsive Customer Support

One of the most common frustrations with underperforming EOR providers is poor communication. Delays in support, inconsistent advice and lack of clarity can cause real headaches – especially when operating across multiple time zones. Switching to a provider with dedicated, responsive support ensures you get the answers you need, when you need them.

Leap29 believes that platforms should never replace people, which is why we ensure you’ll always be able to talk to a human being. When you work with us, you can look forward to a super responsive service from experienced professionals with deep sector knowledge, decades of experience, a global mindset and ‘can do’ attitude.

Clearer, More Transparent Cost Structures

Time is critical when expanding into new markets. Delays in onboarding employees can result in lost talent, productivity dips and missed opportunities. If your current provider struggles to get people set up efficiently, it might be time to move on. Switching to an EOR provider with a proven onboarding process means your team can hit the ground running.

Leap29 offers full transparency from day one, so there are no surprises – just predictable, reliable service.

Faster, Smoother Onboarding

Time is critical when expanding into new markets. Delays in onboarding employees can result in lost talent, productivity dips and missed opportunities. If your current provider struggles to get people set up efficiently, it might be time to move on. Switching to an EOR provider with a proven onboarding process means your team can hit the ground running.

Leap29 makes onboarding fast, compliant and stress-free – so your people feel supported from day one.

Stronger Global Compliance Management

Navigating the complexities of international labour laws is one of the biggest challenges of global hiring. If your provider isn’t staying on top of local regulations or giving you clear compliance guidance, your business could be at serious risk.

When you change EOR provider to Leap29, you benefit from robust, proactive global compliance management. Our in-market experts ensure you meet local requirements and avoid costly legal mistakes.

A Strategic Partner for Global Growth

Switching EOR providers isn’t just about fixing what’s broken – it’s about finding a partner that actively supports your long-term goals. A high-performing provider does more than just process payroll and paperwork – they give you the confidence to scale, enter new markets and manage your international workforce with ease.

Ready to Make the Switch?

Leap29 doesn’t just deliver EOR services – we aim to be a strategic partner that helps your business thrive globally. When Samotics BV found themselves frustrated with slow, impersonal support and a lack of local expertise from their existing provider, they chose to switch EOR provider to Leap29. After a seamless transition across six countries, they now benefit from streamlined payroll, expert country-specific guidance and cost savings – read the full case study here.

With over 25 years of experience across sectors including Aerospace, Medical & Healthcare, Transport & Logistics, Technology, Education and more, we understand the realities of international employment. Whether you’re entering a new market or looking to scale existing operations, we manage everything from onboarding and payroll to global compliance management, visa regulations and employee support. By hiring employees on your behalf and removing the need for a legal entity, we help you grow without the usual barriers.

When you change EOR provider to Leap29, you’re not just solving problems – you’re unlocking new potential for long-term, global success.

Want to find out more? Call us on +44 (0) 20 8129 6860 or email us at expansion@leap29.com to start your global growth journey today.

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How the Wrong EOR Provider is Costing You https://www.leap29.com/how-the-wrong-eor-provider-is-costing-you/ Fri, 21 Mar 2025 11:22:39 +0000 https://www.leap29.com/?p=23374914 When working internationally, it is important to know a full breakdown of the employee costs.

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Expanding your business internationally requires an Employer of Record (EOR) provider that’s reliable enough to handle complex administrative functions such as compliance, payroll, and HR. However, not all EOR providers are created equal.

If your current provider is underperforming, it could be slowing down your expansion, increasing operational costs, and exposing your business to compliance risks. Here’s how staying with the wrong EOR provider could be holding you back – and why it’s time to consider switching EOR provider.

Compliance Headaches and Legal Risks

One of the biggest reasons businesses partner with an EOR is to ensure compliance with local employment laws. But if your current provider is slow to adapt to regulatory changes, fails to provide accurate legal guidance, or makes payroll and tax errors, you could be at risk of fines, legal disputes, or reputational damage.

A proactive EOR should be keeping your business compliant – not creating unnecessary legal headaches.

Hidden Costs and Missed Savings Opportunities

An unreliable EOR provider may be costing you more than you realise. Hidden fees, unclear invoicing, and inefficient processes can drive up expenses, making global hiring more costly than necessary. Worse still, if your provider isn’t optimising payroll, tax structures, or benefits packages, you could be missing out on significant cost savings. A good EOR should help you control costs, not inflate them.

Switching to a provider with clear, upfront pricing can help you reduce costs while maintaining compliance.

Slow and Inefficient Operations

Time is money, and delays caused by a slow-moving EOR provider can be costly. If your provider struggles with onboarding new employees, processing payroll, or responding to HR inquiries in a timely fashion, your operations can suffer. This inefficiency can cause frustration for your team, impact productivity, and even lead to lost business opportunities.

An EOR should ensure smooth, efficient processes, allowing you to focus on growing your business rather than fixing operational bottlenecks – does this sound like your current EOR provider?

Poor Employee Experience and Retention Issues

Your international employees rely on your EOR provider for timely payroll, competitive benefits, and HR support. If your provider is failing to deliver accurate payroll, causing delays in salary payments, or providing subpar benefits, your employees will become dissatisfied. High employee turnover can be costly and disruptive, making it harder for your business to build strong global teams.

Retaining top talent is crucial for business success, so if your current provider isn’t delivering a seamless employee experience, it’s time to switch EOR.

Limited Scalability for Future Growth

As your business grows, your EOR provider should be able to scale with you. If they lack coverage in key markets, struggle to manage a growing workforce, or don’t offer the technology and expertise needed for efficient global HR management, they could be restricting your growth potential.

Your EOR partner should be one that supports and accelerates your business’ expansion, not one that creates barriers. Leap29 offers tailored EOR solutions for all sectors across 180+ countries, including transport & logistics, technology, universities, small businesses, medical & healthcare and more – each business faces unique challenges when growing, so why should their EOR be a one-size-fits-all solution?

Switch EOR Provider to Leap29 for Seamless Global Growth

If your current EOR provider is causing compliance risks, inefficiencies, or unnecessary costs, Leap29 is here to help. Our global EOR solutions ensure full compliance with local laws, provide transparent pricing with no hidden fees, and offer expert HR support for seamless international operations. We handle payroll, legal compliance, and employee management, so you can focus on business growth.

Don’t let the wrong provider hold you back. Contact Leap29 today to discover how we can help your business thrive on a global scale.

The post How the Wrong EOR Provider is Costing You appeared first on Leap29.

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5 Signs It’s Time to Switch EOR Provider https://www.leap29.com/5-signs-its-time-to-switch-eor-provider/ Wed, 19 Feb 2025 09:34:56 +0000 https://www.leap29.com/?p=23374588 When working internationally, it is important to know a full breakdown of the employee costs.

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Choosing the right Employer of Record (EOR) provider is crucial for businesses looking to expand globally, manage international teams, and stay compliant with local employment laws. However, not all EOR providers offer the level of service, transparency, and support that businesses need. If you’re experiencing any of the following frustrations, it may be time to consider switching to a provider that truly supports your growth.

Listed below are five common reasons we often see why businesses choose to switch their EOR provider:

1) Lack of Transparency in Processes and Costs

A good EOR provider should operate with complete transparency, providing clear explanations of employment laws, payroll structures, and service fees. If your current provider is vague about costs or frequently introduces unexpected charges, you could be overpaying without realising it. Hidden fees and unclear invoicing can make budgeting a nightmare and create unnecessary financial stress.

2) Poor Communication and Slow Response Times

Managing a global workforce requires fast, efficient, and knowledgeable support. If your current EOR provider is slow to respond, lacks expertise, or struggles to provide clear answers, your business could face delays in onboarding, payroll processing, or compliance updates. Poor communication can leave your team in the dark, causing frustration and potential legal risks.

3) Compliance Risks and Legal Uncertainty

One of the main reasons companies use an EOR provider is to ensure full compliance with local employment laws. If your current provider is failing to keep up with regulatory changes, missing important deadlines, or providing inconsistent legal advice, your business could be at risk of fines, legal disputes, or reputational damage. Staying compliant should be a priority, not a constant concern.

4) Limited Service Offerings and Scalability Issues

As your business grows, your EOR provider should be able to scale with you. If they don’t offer services in key markets, struggle to handle larger employee volumes, or lack the technology to streamline HR processes, they may be holding back your expansion. An EOR provider should be a strategic partner that enables, rather than restricts, your global growth.

5) Employee Experience is Suffering

Your employees’ experience with payroll, benefits, and HR support directly impacts satisfaction and retention. If your current EOR provider makes frequent payroll errors, fails to offer competitive benefits, or leaves employees frustrated with poor customer service, it’s time for a change. A reliable EOR should enhance the employee experience, not diminish it.

How Leap29 Solves These Problems

Businesses need an EOR provider that prioritises transparency, efficiency, and compliance. Leap29’s services are designed to give you full visibility over costs with clear, upfront pricing—no hidden fees. Our expert team provides rapid, responsive support, ensuring that your global workforce operates smoothly and remains compliant with local regulations. We continuously monitor legal updates, keeping you informed and protected from compliance risks. Whether you’re hiring in one country or expanding across multiple markets, our scalable solutions can support your business with employment in 180+ countries. Most importantly, we focus on delivering a seamless employee experience with accurate payroll, comprehensive benefits, and dedicated support. If your current EOR provider isn’t delivering on these essential services, it’s time to make the switch to Leap29. Ready to experience the difference? Contact us today to learn how Leap29 can help your business grow with confidence.

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Have you tried our Employee Cost Calculator? https://www.leap29.com/have-you-tried-our-employee-cost-calculator/ Fri, 03 Jan 2025 14:46:04 +0000 https://www.leap29.com/?p=23373437 When working internationally, it is important to know a full breakdown of the employee costs.

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Are you considering hiring staff in another country but unsure about the additional expenses involved?

Maybe you have specific territories and staffing numbers in mind – or perhaps you just want to compare hypothetical scenarios.

Our user-friendly Employee Cost Calculator is an essential tool to help you arrive at the right decisions for your business.

What is the Employee Cost Calculator?

The tool has been developed to help businesses like yours better understand the total costs involved in employing someone in a particular country.

That means taking into account not just the projected base salary but also additional considerations, such as:

  • Social security contributions
  • Mandatory benefits
  • Other employment-related expenses 

First, enter details such as ‘annual base salary’ and the ‘country of employment’ into the Employee Cost Calculator.

It will then provide an accurate estimate of the total monthly and annual employment costs. 

Who is the Employee Cost Calculator for?

The Employee Cost Calculator helps users budget more accurately and avoid unexpected expenses. 

It has also proven valuable for HR and recruitment professionals in helping determine the cost of hiring new employees in different countries.

Often, the total amount is subject to more than just the available budget and may also need to take into account compliance with any local regulations.

CFOs and other financial leaders can use the tool to plan their payroll expenses, improving decision-making for international expansions.

External business consultants can utilise it during cost analyses, to incorporate outputs into their recommendations with confidence.

And even small businesses and startups taking their first steps into hiring remote or international staff can benefit from the Employee Cost Calculator.

Put simply, it’s an essential facility for anyone involved in recruitment, financial forecasting or any other international business expansion scenario.

What data does it provide and how useful is it?

By factoring in various relevant components, the Employee Cost Calculator is able to provide a comprehensive picture of the total cost of employment.

These variables might typically include:

  • Base salary (as agreed upon, or monthly)
  • Social Security contributions (Employer contributions to national social security systems, which can vary by country)
  • Healthcare and pension contributions (As applicable in the relevant country)
  • Holiday and sick pay
  • 13th and 14th-month salaries (if applicable)
  • Other mandatory benefits such as maternity or paternity leave
  • Additional costs like training, equipment, benefits and perks

This holistic view enables businesses of all sizes to fully understand the financial impact of international expansion.

Want to know more?

Of course, this is only a brief overview of the Employee Cost Calculator and its capabilities.

Please contact us today if you’d like further information or have any specific questions.

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